In a company without purpose, people have only a vague idea of why they are do what do. There’s always activity and busyness, but it’s often frenetic, disorganized and focused solely on short-term goals or finances. There is often a lack of direction and commitment without purpose or ‘we are doing this for the sake of what?’.
Top executives erroneously look to the competition when making decisions, rather than making up their own minds about what really matters. Their lack of clarity leads to poor business decisions, failed product launches and disengaged employees.
“Across organizations, nearly every survey suggests that the vast majority of employees don’t feel fully engaged at work, valued for their contributions, or freed and trusted to do what they do best,” reports Tony Schwartz in a recent HBR.org blog post. “Instead, they feel weighed down by multiple demands and distractions, and they often don’t derive much meaning or satisfaction from their work. That’s a tragedy for millions of people and a huge lost opportunity for organizations.”
Absence of Full Engagement
Simply put, satisfied and engaged employees perform better. In a Towers Watson study of roughly 90,000 employees across 18 countries, companies with the most engaged employees reported a 19% increase in operating income and 28% growth in earnings per share. Companies whose employees had the lowest level of engagement had a 32% decline in operating income and an 11% drop in earnings.
People take pleasure in being engaged in meaningful work. Humans, by nature, are a passionate species, and most of us seek out inspiring experiences. Companies that recognize this and actively cultivate and communicate a worthwhile corporate purpose become employers of choice.
A major Gallup Organization research study identified 12 critical elements for creating highly engaged employees. About half deal with employees’ sense of belonging. One of the key criteria is captured in the following statement: “The mission or purpose of my company makes me feel my job is important.”
After basic needs are fulfilled, an employee searches for meaning in a job. People seek a higher purpose, something in which to believe, to contribute to the greater good. If, in your role as a leader, you aren’t articulating what you care about and how you plan to make a difference, then you probably aren’t inspiring full engagement.
In the work I do, this is a major concern for people: they either aren’t sure what it is that their own true purpose is, and/or their not sure what their organization’s is. Coaching is designed to help people find the connection between job requirements and fulfillment and meaning.
If you aren’t clear, ask your coach for help in finding answers. And if you need help in finding the right coach, let me know.