Finding More Purpose

ByTodd Dewett,Andersen Alumnus,author and speaker

Employee engagement continues to be a serious problem. Not surprisingly, people have been talking about the need for more purpose and meaning at work. This is a tough issue. On the one hand, it’s clear we can’t all make a living in jobs naturally packed with purpose (e.g., educators, direct healthcare providers, sports coaches).

On the other hand, there are meaningful things leaders can do to support a sense of purpose. The most common approach is to offer some new system-wide solution. A new perk. The removal a not so beloved rule. Tweaks to compensation. A new type of flexibility in benefits. More celebrations and town halls? These may or may not be wonderful options for executives to consider.

Down in the trenches, what can the typical leader do for their team? Start by realizing that every employee is different, thus the path to purpose will be different for everyone. With that in mind, there are several options to consider:

The job itself. Some engineers love being engineers. Being an engineer may or may not be on any list of purpose-driven jobs, but if you love engineering it’s on your list. This speak to how we plan our careers and how companies hire – strong role fit matters.

Warm productive relationships. Even in the face of work that sometimes fails to inspire, quality human relationships almost always inspire. We crave human connection. Note that the most influential relationship for any professional is their relationship with their direct supervisor. Thus, training leaders matters.

Hard work! Many derive a serious feeling of fulfillment and purpose from delivering great effort. Working hard in and of itself can feel like a reward. Leaders can’t impact how much a given person is compelled by this drive, but they sure can always remember to offer genuine praise for hard work when they see it.

Recognition and rewards. Some people are naturally driven to self-actualize and don’t require significant recognition from others. Many more actually value recognition and rewards for their achievements. They like “things” (e.g., plaques, perks, vacations) and they appreciate some public attention. This is one of the main opportunities for leaders to create purpose. True, it’s important to realize that everyone cannot be a superstar, praise and rewards must be earned, etc.; but this step is essential. Every achiever needs a pat on the back, a thank you, and an occasional well-earned reward – just like you.

Contribution. Some people feel purpose because of the value they add to their community or to the world. They might have a quiet role in a lab and feel great pride in supporting public health. Or maybe they oversee maintaining a city’s water supply and feel purpose in protecting the community. Leaders can get very creative here connecting employees to the eventual amazing outcomes they support. Show them exactly why their contributions matter.

So, when you hear about low engagement and the need for purpose, realize that the answer is not necessarily some new systemic solution. Certainly, one part of a great answer is to train managers to understand that all employees are different, and all will present different purpose puzzles to solve. If you don’t get to know your team, you’re leaving purpose to chance, and that is a dangerous long-term strategy.

Dr. Todd Dewett is one of the world’s most watched leadership personalities: a thought leader, an authenticity expert, best-selling author, top global instructor at LinkedIn Learning, a TEDx speaker, and an Inc. Magazine Top 100 leadership speaker. He has been quoted in the New York Times, TIME, Businessweek, Forbes, and many other outlets. After beginning his career with Andersen Consulting and Ernst & Young he completed his PhD in Organizational Behavior at Texas A&M University and enjoyed a career as an award-winning professor. Todd has delivered over 1,000 speeches to audiences at Microsoft, ExxonMobil, Pepsi, Boeing, General Electric, IBM, Kraft Heinz, Caterpillar, and hundreds more. His educational library at LinkedIn Learning has been enjoyed by over 30,000,000 professionals in more than one hundred countries in eight languages. Visit his home online at www.drdewett.com or connect with Todd on LinkedIn. He can be reached at todd@drdewett.com