8 ways to create a purpose-driven workplace

Why are employees leaving their jobs?

What can you do about it?

1. A connected workplace is a purpose-driven workplace

“To keep the team in the loop with what is happening at a higher level, we send out a monthly internal newsletter. The monthly update allows us to get kudos and praise messages to employees while it is still relevant to the project or assignment they are working on. In addition to kudos messages, we’ll often bring forward examples of when an employee exceeded expectations aligned to our company’s core values. It helps bring the focus to what they were able to achieve as an individual and how that contributes to what the company is trying to achieve.”

2. Show don’t tell

“One thing that helps our employees connect with our organizational purpose is offering them a first-hand look at how their work directly impacts others’ lives. It’s one thing to say, “We help people” but it’s another thing entirely to show an employee sitting down with a customer and hearing about all the ways that the customer’s house and life have been changed for the better by using our products.

We also use our internal communication software to share positive customer reviews and applaud the employees responsible for making our customers happy. This public recognition allows our employees to see the direct impact of their work and encourages everyone to continue striving toward the company’s goals and values.

When you can share stories like that, employees really buy into the idea that they’re doing something more than just working a job — they’re helping people elevate their living experiences.”

3. Broadcast your beliefs

“We have initiated an internal intranet platform on which we can share knowledge, training docs, press releases, awards, birthdays, time-off schedules, team members of the quarter nominations, etc. Having an internal platform really gives us an opportunity to drive our mission and values home and be accountable for them.

We highlight the charities we support and how our contributions help. We have also implemented employee recognition programs, which encompass customer feedback, peer nominations, and manager’s choice awards. We promote a recognition-rich culture, where praise is welcome and encouraged from every direction.

By celebrating our global efforts and success, not just in our own business, but also the community endeavors we support we motivate and inspire our team and provide them with the intrinsic knowledge and rewards of supporting more than just our bottom line.”

4. Inclusivity drives a purpose-driven workplace

“Our inclusion efforts help our employees connect to our organization and create a purpose-driven workplace. From referring to everyone by their chosen names and pronouns to maintaining a dignified in-office environment that includes restrooms, we are proud of these inclusivity initiatives.

We strive to offer our employees the resources they need to thrive both in their personal and professional lives, and we believe this will result in further business development.”

5. Providing purpose for employees is social, not individual

“To motivate employees to connect with a company’s purpose and mission it’s necessary to create a sense of belonging among employees and treat them as members of a tight-knit community.

Employees must first feel safe, supported, and respected so they are much more willing to participate. This can be accomplished through feedback, praise, and encouraging them to offer their own perspectives — all of which help to nurture a collaborative atmosphere. This is the first step in tapping into their core values and individual purposes and then slowly aligning them with the company’s.”

6. Gather people for purpose-led events

“If you can identify a community program that fits your company’s goal, you’ll see that workers are drawn to your CSR activities and are more connected overall as a result. These activities raise awareness and boost community, motivating people to develop a better place to live, both physically and psychologically.

I also recommend you design a purpose-driven seminar at least every 2–3 months. These assist employees in discovering their principles, ideal work dynamic, and purpose in their careers. I like to hold seminars both virtually and in-person, run by prominent leaders and executives.”

7. A purpose-driven workplace starts at the top

“My approach can be summed up in two words: transparency and communication. If leadership doesn’t share knowledge about their goals, mission, and progress with employees, there is no way for team members to see how their work contributes to them.

When leaders are transparent and share knowledge openly across hierarchy levels, it allows individual contributors to see how their work fits into the bigger picture, and this in turn helps them to feel that sense of purpose. It also helps guide their decision making because they know why things happen the way they do in the company, rather than blindly following edicts outlined by leadership with no sense of the reasoning behind them.”

8. Marry purpose with performance

“The best way to connect employees to the corporate purpose is by incorporating it into all aspects of the business. But one area where it is often a missed opportunity is during performance reviews. Managers must make it a point to incorporate a review of the organizational goals when goal-setting and reviewing employees’ job performance to help remind them of how their efforts contribute to the company’s collective success.”

A purpose-driven workplace thrives on communication

How to create a purpose-led workplace: Related topics

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