If you’re lucky enough to have great talent working for your company, don’t take it for granted! Without even realizing it, you may be putting yourself at risk of losing some of the most brilliant minds in your organization. You may also be pushing away talent that would otherwise make your company stronger and more productive—something no business owner wants to do! This article will explain how to avoid these common pitfalls by focusing on your employees’ sense of purpose, meaning, and belonging within your organization.
It’s hard to define employee purpose exactly; in fact, it probably means something different to everyone. For some, it’s a chance to do work that really makes a difference. Others crave a sense of community and personal growth. Yet others just want more time for themselves and their families. Still others are motivated by pay or equity –- but don’t think money should be all there is to it.
Be sure your employees know how their work aligns with bigger goals. The most effective way to do that is by providing them context. Make it clear that they’re not just a cog in a wheel—show them how their role fits into a larger goal and give them responsibility for making decisions to achieve that goal. This gives them an opportunity to make a difference beyond their day-to-day tasks, which helps boost engagement and productivity. When you provide purpose to your team members, you motivate them to be more engaged in their jobs and committed to achieving company goals. In turn, they become better employees who are less likely to leave when opportunities arise elsewhere.
Job satisfaction has taken a hit in recent years. In 2015, Gallup polls found that one in five U.S. workers was either not engaged or actively disengaged at work—the highest rate since Gallup began measuring employee engagement in 2000. Engagement is defined as actively and passionately committed to their work and motivated to do their best by Gallup. The loss of job satisfaction and engagement may be attributed to multiple factors, but it’s clear that employees want more from their jobs than just a paycheck: they want purpose.
Society has a tendency to pathologize terms like purpose and passion (they sound kind of fluffy), but these feelings are foundational to success. Not only do they ensure that you love what you do every day, but they also contribute to higher performance and satisfaction levels at work. A recent study found that individuals who felt more passionate about their jobs were 17 percent more engaged in their jobs than those who did not. So if you want your employees to feel happier and more fulfilled, start by asking them what their personal purpose is—and then help them find ways to achieve it within your organization. Make sure your team has employee purpose.
Article: Search for Purpose at Work