Where do you want to start? Request more info

First Name* is valid

First Name* is invalid

Last Name* is valid

Last Name* is invalid

Work E-Mail* is valid

Work E-Mail* is invalid

Organization* is valid

Organization* is invalid

Phone (Optional) is valid

Phone (Optional) is invalid

is valid

is invalid


Launch a quick multiple choice, rating or scale (1-5) poll to get a quick consensus.

Launch Now


Use POPin to ask multi-question surveys with robust reporting to drive employee engagement.

Launch Now


Have an honest conversation by allowing your participants to see, comment and vote on each other's answers to your question.

Launch Now

Live Event

Engage your audience by presenting their ideas during your live meeting or event.

Launch Now

Invited to join someone's POPin? Click the join link that was sent to you. Need Help?

POPin Blog

How to Eliminate the Top Barriers to Achieving Organizational Alignment

The best way to look at any company is to think of it as a machine with many moving parts.
This goes for small mom and pop businesses to large, worldwide cooperations. Every employee at every level has a purpose; their role has an effect on that of someone else’s. But, not all companies have established this sense of organizational alignment. It’s one thing to have this idea in concept. It’s another to have a strong, thriving alignment actually present in your business. The following is a closer look at what alignment at work really means.

What Is Organizational Alignment?

The basic definition of organizational alignment is having everyone on the same page. This translates into a clear set of company goals, a sense of purpose for each individual, and room to grow. Alignment has to be cultivated for all people on staff – from the new intern to the CEO. Sometimes, though, what the leadership team thinks is alignment might be ineffective. Here are a few barriers that may be getting in the way of your team’s successes.

1. Hiring the Wrong People

Organizational alignment is the responsibility of everyone in your company. But, when you fill a job opening just to fill it, you’re putting the strength of your alignment at risk. Take your time to find the right hires for the job. Set up multiple rounds of interviews. This gives you a chance to better get to know the possible candidates. To make the most of this time, have different members of your team present throughout the rounds. Once you make a decision, get the new team members on board and aligned with your culture right away.

2. Not Living Your Culture

Culture is something that should be a part of everything you do. As such, don’t wait to bring on someone new to take a close look at how culture is expressed in your company. Make an effort to live your culture every day. The right environment is more than a set of values on the wall and standard set of expectations. A strong culture is a reflection of how you start and end team meetings. It depends on the way your chain of command operates. It can also be seen if your employees feel comfortable holding each other accountable or not. These might seem like minor habits and ways of doing things, but they add up over time.

3. Forgetting to See the Big Picture

Although culture is important, you can’t just focus on one piece of it to improve your alignment. You have to be willing to change the way you do things from the ground up. Get team members from all levels of the business involved. Ask them what they think could be done to better reach successes as a team. Remind everyone their work is valued as well. The more you welcome these open, honest conversations, the better you can take your feedback and create change.

Feedback at Your Fingertips

Once you have an idea of where your organizational alignment needs help, you have to get to work. Then, be sure to track your improvements. This will tell you if you’re headed in the right direction or not. Try POPin at your next meeting to get feedback instantly.