How to build your employees’ purpose as an organizational leader

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Lisa Caprelli is a Latina entrepreneur and writer for children and adults. She is the author of 19 books and created the edutainment brand Unicorn jazz.

Since the pandemic, many workers have reconsidered their career and life choices. Employees have redefined their values ​​and priorities in favor of fulfillment and purpose.

A 2021 McKinsey study found that: 70% of employees feel that their purpose is defined by their work. This tells me that most people don’t stay in their craft to make ends meet; they do this to find a purpose that motivates them while doing their part to be productive members of society.

As a result, employees are more likely to leave their jobs if they feel that their goals are not being met. So, how can you as a business leader do your part to ensure that your employees remain cheerful, motivated and loyal? The answer is to look at yourself first with regard to your methods in management.

The role of business leaders in building employee purpose

As entrepreneurs and CEOs of our own organizations, we are not only responsible for our own success, but also for the prosperity of the people we bring on board. This is an undeniable part of being an executive leader that any successful CEO must adhere to when making internal decisions. Being able to take responsibility not only for yourself, but also for those within your employment is what defines the thriving modern leading executive in any business field.

That said, managers and employers should look inward to determine if they are doing enough to ensure their employees find purpose in their role to resolve any difficulties. The problem here is that nowadays some higher level organizations in the organization tend to only do the bare minimum when it comes to sharing the “big picture” of the company’s mission to their employees.

As a result, only 15% of employees at the bottom of the hierarchy say they feel they are living up to their purpose at work, McKinsey also found. Compare this to the 85% of senior managers and executives who report seeing a consistent relationship between their day-to-day role and the overall mission of the company.

Five ways to build employee purpose

1. Address psychological needs.

Essentially, employers need to partner with their employees when it comes to accommodating their psychological safety and timely emergencies. The “five hats” is a theory I came up with and wrote many times, and it refers to the five points that I believe everyone should have fulfilled on a consistent basis. These are:

• Spending time with family.

• Create meaningful relationships.

• Creating a solid career path.

• Building connections.

• Invest in hobbies and adventures.

Of course, ultimately it is an individual’s responsibility to manage their agenda and attention, but as a leader it is also your responsibility to ensure that the expectations you place on employees do not deter them from their personal interests and obligations.

2. Support employees’ personal goals.

Ask employees individually where they see themselves in five years and what goals they would like to achieve. Then determine how their current position provides experience for their aspirations. Basically, the best way to figure out how to build a purpose is to find out what a person values ​​in a job other than the money that comes with it.

3. Consider the personality type.

By assessing an employee’s personality, employers can understand what kinds of things drive them to their best potential. Social cohesion tends to be a top priority among more extroverted workers, while workers on the introverted side tend to stay motivated by task-related measures. In other words, by determining a person’s personality type, you can easily find out what kind of environment they feel comfortable in doing their best work.

4. Give constructive criticism and praise.

Performance reviews are critical to building employee purpose because feedback lets employees know that what they do in their job matters. By criticizing employees and saying words of appreciation, they are reminded that they are not only a critical part of the organization, but also an active representation of the efficiency of the company.

5. Host team meetings and awards ceremonies.

Finally, holding team meetings is always a great way to assess personality types during brainstorming sessions, while award ceremonies demonstrate that organizational leaders do indeed recognize the right actions and efforts of employees who strive to be the best employee they can be, day in and day out. . In general, a work environment rich in team meetings and awards is one where employees are mentally pushed to apply themselves and find ways to increase their motivation for the next task.

Final Thoughts

Whether you’re an executive or front-end manager, we’re all looking for happiness through purpose. As a business leader, your job is to work with your employees to ensure they can live fulfilled lives, both inside and outside the walls of your organization.

Look outside your organization to see if it’s a place where employees do their jobs well because they see purpose behind their role, or if it’s a place where people are expected to do their job with no room for suggestions. Ultimately, I’ve noticed that employees with no purpose often feel exhausted and overwhelmed. Therefore, helping to build purpose for employees can not only generate loyalty and motivation, but also deliver better long-term results.


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