The Workplace Coach

The Gallup Organization, a global analytics and advisory company, conducts extensive research on employee engagement and organisational performance. Their findings, based on over 10 million interviews with managers and employees, highlight 12 Elements of Great Managing for engagement and high performance. Consistently, employees worldwide have conveyed a clear message:

“If you do these things for us, we will do what the company needs of us”.

This week we look at the eighth key to being a great manager and this is all about ensuring your team understands the purpose behind their work. When people feel connected to their company’s mission, they’re happier and more productive. According to Gallup, teams that grasp the mission and connect with it tend to have better retention, higher engagement, be more profitable and have fewer accidents. Additionally, employees who feel connected to the bigger purpose tend to have more fun at work and enjoy what they do.

For most people, work needs to be about more than just getting the job done or making money. Understanding how your efforts contribute to something bigger and the significance of one’s role in moving the company forward is crucial. While having the necessary tools and job knowledge is important, understanding why the job is important is what truly motivates individuals.

Everyone seeks meaning in their work. Meaning can transform a job from drudgery into a calling or a mission. Some people will prioritise chasing a personally fulfilling role over a higher salary if it means they are doing something that is making a difference. When a job feels like a calling or a meaningful contribution rather than just a job, employees will be more willing to put in the extra discretionary effort required to really excel.

Here are three key actions managers can take to help their team members feel more connected to the company’s mission and vision:

Communication: Keep everyone informed about the company’s objectives and the reasons behind them. Conduct regular one-on-one meetings with direct reports to help them understand how their role and their personal efforts contribute to the company’s broader goals. Share success stories during team meetings to underscore the impact of their work on the company’s mission.

Lead by Example: Model the company’s values through your daily actions and decisions. For example, your company values might be putting ethics and integrity at the forefront of everything we do, being mindful and respectful of client needs, open communication in teams, and maintaining a willingness to embrace change.  As a manager you want to encourage behaviours that align with these values and recognise those employees who demonstrate them.

Provide Opportunities for Engagement: Offer team members opportunities to provide input. Ask for feedback from all levels and involve team members in decision-making processes when appropriate. This builds a sense of ownership and personal investment in the company’s outcomes.

Teams that understand their purpose and feel connected to the broader mission tend to be more cohesive, more trusting and better at problem-solving. Employees who find purpose in their work are often willing to invest additional time and effort, even without additional compensation.

Remember that what makes a job feel meaningful varies from person to person. For example, a teacher who is just in it for the money won’t get the same job satisfaction as the garbage collector who passionate about cleaning up the planet.  Take some time to find out what is meaningful for each person in your team.

For further information on this topic or any related to people management, feel free to reach out. We’re here to help.

The Workplace Coach.