Giving employees purpose amid crisis
An engaged workforce has to be cultivated at all times, and that process starts with purpose.
People are exhausted from the seemingly endless stressors of 2020, and having a motivated, fulfilled, and engaged workforce is harder than ever. You’re not the only one struggling with this challenge.
In fact, it has always been a challenge, no matter what type of environment we’re living in. An engaged workforce has to be cultivated at all times, and that process starts with purpose.
“Happiness trifecta”
Purpose is defined as the reason something is done or created — or the reason for its existence. It comes from something deep within humans, and as humans, purpose makes us hard-wired for altruism.
Related: Employee happiness: More important than pay?
According to a recent study, 50% of people across numerous occupations and industries indicate they would take a lower-paying job for more meaning and a greater sense of purpose. Employees see the purpose of their work when they see the usefulness and contribution to something bigger than themselves.
This embedded sense of altruism boosts the “happiness trifecta” that the human body naturally produces when we think about the impact of our work on others. The results of these hormones include increased engagement, a boost in motivation, and fulfillment. Leaders should lean into this and continuously show their employees how their work ties back to purpose.
Uncover employee grit
Purpose also lasts longer as a motivator than achievements or results. Results push people for the short term, but a bigger purpose pulls them for the long term. And unfortunately, we are in for the long haul with COVID-19. Strategies such as Fridays off may help employee experience, but they won’t be enough if you don’t also build deep connections with purpose.
The pulling force of purpose is one of the key predictors of grit. A lot of grit and strength will be needed from employees to continue living and working in the current environment.
To uncover employee grit, leaders must make sure their team connects to their work early in the onboarding process and throughout their tenure. Ask new employees what they’re most excited about with the new role and recognize their ongoing contributions toward that greater purpose. This focus will equip employees with the extraordinary strength that purpose delivers and make a difference when it matters most.
Action in times of crisis
Purpose may drive individual action but connecting people to your company’s purpose also makes a difference. Employees who are connected to your company’s purpose can help you take critical and decisive action during this time of crisis. Let’s be real: Employees are faced with critical decisions every day — especially right now. If they’re engaged and clearly understand the vision and purpose of the company, they’ll be better prepared to make quick decisions.
This connection to purpose will support a truly efficient organization — one that simplifies decision-making and makes it consistent across the team.
One way you can do this is by visibly recognizing contributions that employees make toward your collective purpose. Let those employees, as well as others, know how their work makes a greater impact on the organization and those you serve. Leaders have the unique opportunity to seize the moment and make large-scale improvement to deepen the emotional connection employees have with their work.
Survive or thrive
It’s one thing to have purpose, but it’s another to activate it in your employees. Show people how their work benefits others, help tie everyday tasks to a larger purpose, and make contributing to goals more important than achieving goals.
When you do this, you won’t just survive this crisis, you’ll thrive.
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