By Jean Roque, Trüpp.

When given the choice, I will always pick forward motion over perceived perfection. As a business leader, you’ve likely made the tough decision to not tackle areas in need of improvement because the effort level seemed a bit daunting in light of everything else that was on your plate. But, creating meaningful change in your organization doesn’t need to involve complex strategies or consuming initiatives. Instead, meaningful shifts can be folded into your operational rhythm without missing a beat with your other priorities.

1. Create an inclusive strategy.

Being transparent, focused and communicative with your team about business strategy and objectives is imperative. When conducting strategic planning sessions, try including representation from all levels and areas of your business. This approach encourages fresh and meaningful input to the process, candid and real-time feedback to leadership perspectives, and enables participants to fully embrace new strategies and apply them in their daily activities.

2. Assess and reassess.

Gone are the days of defining a strategy for the next three to five years and then sitting back and following the roadmap. Instead, embrace the practice of continuously monitoring and correcting your course along the way. What went well? What didn’t go well? What has changed? And, what have we learned that may trigger modifications? By establishing a quarterly rhythm to review strategy effectiveness, your business can increase the velocity of execution.

3. Create room for change.

Just as a gardener embraces the value of pruning, leaders need to be diligent in trimming back systems, processes and cultural practices that are tied to the past in order to create room for new methods that better align with today’s strategy and marketplace. Your employees know what is preventing them from being more productive, delivering better quality or providing better service–just ask and listen.

4. Become a destination for great employees.

Is your work environment attracting the best available talent? If you’re not quite sure, think about how often your top performers are encouraging their friends to join your company or contemplate the last time that somebody walked away from a larger salary because they wanted to be part of your team. Highly engaged employees do not happen by accident. Prioritizing the effectiveness of your supervisors at managing and leading people is a key to increasing employee productivity and retention.