Creating A Purpose Driven Workplace Impacts Employees Engagement

When employees have a sense of purpose at work, they feel passionate, innovative, and committed. According to research, a sense of belonging is essential for success for both the employees and the company. When the vision and purpose of a company are not clearly defined, there is usually a feeling of apathy to work among employees. Most mistakes employers make is that they do not carry along or enlighten their employees on the purpose and vision of the company. They feel it is inconsequential, as long as employees carry out the work required of them.

What they fail to note is that it can be detrimental to the growth of the organization because employees do not feel as though they are actively contributing to the growth of the organization and are usually unwilling to put their best foot forward. One thing employers should know is that employees expect their jobs to bring a significant sense of purpose to their lives. Employers need to help meet this need or be prepared to lose talent to purpose-driven companies. I have a friend who had to quit her job because the company wasn’t purpose-driven. She was often idle, rather than being engaged. She knew if she continued in such an environment it will retard her career growth. She didn’t hesitate to resign.

This leads me to say that when employees feel that their purpose is aligned with the organization’s purpose, the benefits expand to include stronger employee engagement, increased loyalty, and a greater willingness to recommend the company to others. According to a survey by the New York Times, employees who derive meaning from work are three times more likely to stay. This means in a purpose-oriented workplace, retention will increase. The only kind of people who stay in an organization that is not purpose-driven is usually those who are mediocre and complacent. They do not care if the work ethic in the workplace is taking a toll on their career growth, as long as they receive their paycheck at the end of the month, they are good.

While researching this topic, I stumbled upon an important piece that I found very insightful. According to Harvard Business Review, it recommends that employees should often be asked certain five questions to help them identify their sense of purpose.

1. What are you good at?
2. What do you enjoy?
3. What feels most useful?
4. What creates a sense of forwarding momentum?
5. How do you relate to others?

It is believed that these questions above-mentioned will connect employees with their sense of purpose, as well as it relates to their workplace. Companies must cultivate the habit of showcasing the work culture to employees. They should carry them along on New projects, Company set goals, etc . That way employees will feel connected to the company and also get to see if the organization’s values align with theirs. Managers must understand that only their input, no matter how great it might seem, will not be enough to propel the company forward. A company is only as strong as its employees’ dedication to the company.

Employees need to have a sense of purpose in the workplace because it often leads to improved productivity. They need to understand their role in an organization and also know how their contributions lead to the growth of the company. This way, they feel energetic and enthusiastic to always show up at work. Being purpose-driven not only makes the big picture and path forward clearer but also helps engage and motivate the workforce around common ideals.

Final Thoughts

A sense of purpose drives employees’ actions and also impacts how they feel in the workplace. The more employees have a sense of meaning in their workplace, the more it positively impacts their attitude and work performance.