Why does your employee wake up early to show up to work every day? Is it because you pay them well? Is it because they like the work that they do? Or are they just following orders? It’s no longer enough to have employees that only follow orders and go through the motions at work; more and more, businesses are looking for people who are passionate about their role, to join their team and share that same passion with customers.
Employees want to feel like they’re part of something bigger than themselves. But, according to Gallup research, only 13% of employees in America are engaged in their jobs and workplaces. One of the key drivers behind low engagement? A lack of purpose. Employees want more meaning at work. They want to feel like they’re making a difference.
The key question every manager needs to answer is how to develop leaders. The answer lies in purpose. If you can find a way to embed purpose into your core mission, you’ll find it easier to attract and retain talent, leading to strong business performance. So how do you make that happen? I think it begins with an awareness that we all have a choice in what matters most. Then we need leaders who can help us make those choices by developing our perspective on why we are doing what we are doing.
The first step to developing a purpose-driven company is to understand what your company’s purpose is. How does your organization make an impact on people? What problems does it solve and how does it affect society as a whole? By answering these questions, you can begin building a culture of excellence and innovation that goes beyond profit.
As you begin to cultivate a company culture of purpose, it’s important to note that while it should be placed at the forefront of your organization’s initiatives, it shouldn’t take precedence over success. This means that while you can use purpose as a tool to recruit talent, it shouldn’t hinder your ability to thrive in today’s marketplace or put other core values at risk.