Help your Employees Find Purpose – Or Watch Them Leave
People who live their purpose at work have been shown to be more productive at work than people who don’t.
Given that employees spend the majority of their waking hours at work, it should come as no surprise that employers can have significant impact upon the purpose of their employees.
The tumult of the pandemic has forced leaders of organisations to reconsider people priorities such as employee resilience, well-being and mental health. This re-evaluation which is taking place is a two-way street; employees are also reconsidering their employers in the same light. From all accounts, Covid-19 has made people reflect on their purpose in life, with US research showing a higher proportion of people intending to change jobs since the peak of the pandemic, than prior to the pandemic. These findings have implications for an organisation’s talent management strategies.
People who live their purpose at work have been shown to be more productive at work than people who don’t. They are healthier, more resilient and more likely to stay with a company. As high as two thirds of people (US research data) said that their sense of purpose was defined by their work, so like it or not, an organisation has an important role to play in helping employees find their purpose and to live it.
Purpose is an overarching sense of what matters in a person’s life. People experience purposefulness when they can strive towards something significant and meaningful to them. Purpose is unique for all individuals. Many parts of it come from outside work, but some parts, large or small, inevitably come from daily work itself. An organisation only has a limited capacity and capability to influence it, but what really matters is that an alignment exists between an individual’s sense of purpose and that of the organisation they work in.
Work contribution to an individual’s purpose may be as simple as providing a sustainable and ethical work environment in which to work, or it may provide the opportunity to work in a positive and productive culture; or an environment in which employees can lead, or teach others, or to learn new skills. Non-alignment of organisational purpose with an individual’s needs translates to negative work and life outcomes for employees and inevitably, for the organisation in which they work.
Employers who never enquire if they are contributing to their employees’ sense of purpose, or simply ignore the subject, expose themselves to the risk of employees, “staying but quitting” or seeking out employment where their purpose can be better served.
The Latest Updates
Let’s look at the current trends in job demand and talent availability in the agriculture and agribusiness sector in Australia over the second half of 2023 and the first quarter of 2024. There was a weakening of job demand in this sector but a slight improvement in candidate availability and job interest during this period….
In times past, people’s working lives often played out over many years at one company, but now the world has vastly changed. These days it is common to shift between jobs and organisations, but this practice raises questions as to what is today considered the Goldilocks time to spend in a job? How often do…
Employee retention matters. Organisational issues such as training time and investment, lost knowledge, mourning, insecure co-workers and a costly candidate search aside; failing to retain a key employee is costly. Various estimates suggest that losing a middle manager costs an organisation up to 100 percent of their salary. The loss of a senior executive is…