BUSINESS STRATEGY
Align Culture and Talent with Strategy
Reinforce Alignment Through Hiring, Rewards, and Reviews
Make sure your people systems drive the right behaviours. Integrate strategic priorities into hiring criteria, performance reviews, and incentive structures. Reward outcomes and collaboration — not just output.
Why it's Matters
People systems (how you hire, reward, and evaluate) are the levers that drive behaviour. If they don’t reflect your strategy, culture drifts. Teams lose focus. Morale drops. Aligned incentives and processes help strategy stick.
What You Need to Do
Integrate your values and strategy into hiring and review criteria
Make reward systems reflect outcomes and strategic behaviours
Design career paths that support focus, not just ambition
How to Approach It
Update job descriptions and interview processes to reflect core values and competencies
Tie performance reviews to team outcomes and collaboration, not just individual outputs
Use 360 or peer feedback to reinforce alignment
Design comp plans that reward long-term, aligned success (not just vanity metrics)
Deliverables
Updated hiring rubric
Performance review framework
Reward/compensation strategy brief
How to Tell if You Got It Right
People know what “great work” means in this company
Performance systems reinforce, not conflict with strategy
Retention improves in key roles
What to Watch Out For
Hiring “culture fits”with no strategic alignment
Rewarding heroic effort over smart systems
Confusing values posters with actual expectations