Make Employee’s Jobs More Meaningful
If you had to rate your job on a scale from 1-to-10, what number would you choose?  Are you just biding time until you can find another opportunity, or do you look forward to work? Unfortunately, too many workers just collect a paycheck and then check out.  But a lucky few find real meaning and satisfaction in what they do.

The Link Between Meaning and Performance
Employees who report higher levels of meaning and fulfillment in our employee engagement surveys also report higher levels of employee engagement.  And higher levels of engagement are correlated to 18% greater productivity, 12% higher customer satisfaction, and 51% less voluntary turnover.  So, meaning matters.

Two Ways to Make Employee’s Jobs More Meaningful
We define employee engagement as the degree to which workers give their best, are committed to company goals and values, look to contribute meaningfully to company success, and have a sense of well-being.  We believe two big factors make the difference between engaged and disengaged workers: 

  1. Trust
    It’s pretty simple. When trust of leadership and among colleagues on the team is high, work feels more satisfying.  It can feel like you’re doing interesting things with friends. And because team members enjoy their work, they are not only more productive, but also more innovative.

    One study found that if a company moved up one quartile in organizational trust, the average employee would produce additional annual revenue of over $10,000. So high levels of trust benefit the organization’s bottom line as well as the individual employee.

    You will know trust is headed in the right direction when people:
      • Have close and trusting relationship with one or more coworkers
      • Trust leadership to set the right course
      • Feel loyal to their team
      • Believe leaders are honest, trustworthy, and demonstrate integrity
      • Can depend on co-workers

    1. A Meaningful Purpose
      The second component to engaging employees to perform at the highest levels is believing that their work matters. It’s not just work for work’s sake, but a sense that the work makes the world a better place.  Most of us value helping others.  If the role you play in the organization contributes to the overall purpose of the company, there is a sense of meaning in what you do. Working for an organization that has true purpose gives you a way to connect to and serve others.

      A meaningful purpose inspires employees to do good work and point toward the impact on the lives of those you serve.  When employees find meaning in their work, they produce more, try harder, and stay longer.

      Sadly, employees report that their work is about half as meaningful as it could be, and only 42% believe that their employer’s values match their own.  This seems like a missed opportunity when it comes to attracting and creating a committed and engaged workforce.

The Bottom Line
Trust and purpose in the workplace have a three-way positive effect. They are good for employees, better for organizational performance, and build stronger communities. What are you doing to create trust and meaning?

If you would like to learn more about how to get the most out of your top talent, download The Top 6 Forces Driving Employee Engagement and Strategies to Move the Engagement Needle

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