The 5 Tips for Building a Purpose-Driven Workplace

Eighty-nine percent of employees desire a sense of purpose at work, according to a recent study by McKinsey, titled Help Your Employees Find Purpose–Or Watch Them Leave. 

And, in a labor market where talent is scarce, turnover is high, and retention is top-priority, it’s time to give employees what they want. 

Plus, cultivating deep purpose is a win-win for employers and employees alike. 

ICYMI: deep purpose is about thoroughly and authentically embedding purpose in strategy, processes, communications, HR practices, operational decision-making, and culture. 

For employees, finding a company with (deep) purpose-driven work means more daily motivation and enjoyment on the job. It means higher productivity and further skill development. It opens the door for future career mobility since purpose-driven work makes employees more likely to stick around (and stick it out through the hard times). 

Employers also benefit from increased employee productivity, engagement, and long-term retention–and in the face of a severe labor crisis and an impending recession, that’s everything. 

Tips for Creating a Sense of Purpose in the Workplace

Read on to find out how to attract and retain talent (and get the best out of them) by developing a sense of purpose at your organization. 

• Get clear on your values, mission, and vision–they total up to your brand purpose.
  Be sure to center your stakeholders in this work. Figure out how you can serve your customers, employees, and other stakeholders and provide them with as much value as possible–instead of driving toward profit at all costs. By exploring what that process looks like, you’ll be able to articulate your purpose. 
• Document and share them. 
  Write down your values, mission and vision–and overall purpose. Distribute them on your website, in recruiting and onboarding materials, in your office, in email signatures, and in company decks so that everyone learns to speak the same language company-wide–and so that employees remain connected to your long-term goals. 
• Encourage individual learning and career development.
  Employees at deep purpose organizations naturally tend to care more about–and dig deeper into–their subject matter. Be sure to reinforce this connection by readily offering learning and development opportunities–it will have a positive effect on the overall sense of purpose at your organization.
• Turn managers into purpose ambassadors.
  Provide your managers with leadership training so they can help direct reports feel more connected to your purpose.  Managers should regularly discuss performance objectives and goals so employees can measure personal growth and see the impact of their work on the larger purpose. Managers should also come up with projects that align with employees’ personal purpose and support their internal career development. 
• Set company-wide performance objectives and long-term goals.
  And, constantly share how you’re tracking against them to keep employees connected to your overarching purpose and vision. 

For more tips on building a purpose-driven organization, listen to the latest episode of America Back to Work: Expert Interview Series.

Discover how deep purpose helped Nashville small business owner, Candice Bruder, turn Pure Sweat Studios into a national franchise and learn her secrets for building a purpose-driven company.

Click here to listen and subscribe.