{"id":226374,"date":"2022-01-21T07:57:23","date_gmt":"2022-01-21T13:57:23","guid":{"rendered":"http:\/\/corevalues.com\/?p=226374"},"modified":"2022-01-21T07:57:23","modified_gmt":"2022-01-21T13:57:23","slug":"how-to-connect-employees-with-a-sense-of-purpose","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2022\/01\/21\/how-to-connect-employees-with-a-sense-of-purpose\/","title":{"rendered":"How to\u00a0connect employees with a sense of purpose"},"content":{"rendered":"

\"\"<\/a><\/p>\n

So much is written about connecting an organization\u2019s purpose with employee values.\u00a0 Has this stemmed the massive exodus of employees leaving for better pay, a better work culture or better mental health due to pandemic burnout?\u00a0 No.\u00a0 Resignations are still on the upswing.<\/p>\n

What if we flip the situation? What if managers begin to understand their employees and uncover the purpose employees bring to the table?<\/p>\n

TIGERS Research Discovered Purpose<\/h2>\n

The research that underscores the TIGERS 6 Principles\u2122 — trust, interdependence, genuineness, empathy, risk resolution and success from psychology, business and education group dynamic studies \u2013discovered that purpose is an outcome of belonging.<\/p>\n

Leaders who are committed to employee development and career growth learn about the employee\u2019s value system and passions. They accomplish this though ongoing conversations. These leaders have a much easier job discovering employee purpose and connecting it to the work they perform.<\/p>\n

Purpose isn\u2019t a condition that Leaders can manipulate an employee into. \u00a0It is an outcome of good corporate governance and a work culture that values employees as stakeholders in organizational success rather than a cost of doing business.<\/p>\n

Leaders who know the importance of belonging for building their work communities understand that employees must feel safe. They can’t feel safe if they suffer from paycheck-to-paycheck stress management. \u00a0Employees require confidence that their basic food, clothing and shelter issues are satisfied. Organizations that hold employee compensation to the most minimal compensation possible, force employees to focus more on economic survival than the work they perform. These organizations also fail to connect with employee purpose in sustainable ways.<\/p>\n

Until employee basic needs are satisfied, it is hard for employees to build belonging and sense of purpose within an organization.<\/p>\n

Leaders Build Belonging<\/h2>\n

Leaders who build belonging in the work community realize there are responsibilities they have for an employee\u2019s training, career growth, development, work relationships and opportunity. When these factors connect to the value system an employee brings to the table, work purpose is much easier to develop and flourish.<\/p>\n

This means that managers and supervisors must take\u00a0 time to build an understanding of the employees they supervise. It doesn\u2019t mean becoming the employee\u2019s best friend. It does mean learning about the employee and understanding what that employee needs to be successful and why.<\/p>\n

Conversations around \u201cwhy\u201d are extremely important to purpose. \u00a0The only genuine way to do this is to talk to the employee, gain their trust and learn what is most important to the employee. Managers who perform these conversations discover\u00a0 how to connect the employee’s passions to the work employees perform.<\/p>\n

Here\u2019s an example.<\/p>\n

An organization I endorse tapped into employees\u2019 purpose both at work and in their private lives. \u00a0One employee, for example, wore fresh flowers in her hair everyday as a restaurant server. \u00a0Other employees also wanted flowers lo wear or share with customers. The owners discovered that gardening was the employee\u2019s off-hour passion and tapped into that passion by providing a small grant for the employee to expand her garden. \u00a0Then they purchased the flowers from her for other employees adding both pride and another source of income to the her financial growth. \u00a0This employee started working as a restaurant server, then was transferred to accounting and later became the head grounds designer for this elite property. She experiences her purpose every day \u2013 helping things grow and contributing to beauty. Work is joy.<\/p>\n

In another situation the owners learned that an employee is a Native spear fisherman. They purchased fresh fish from him for the restaurant. They also provided a small grant for him to gather other friends and fisherman in what is now known as the Fisherman\u2019s Collaborative that supports sea to table price security. \u00a0These owners tap into employee passions and then expand purpose with both well-being and financial security.<\/p>\n

Other Drivers of Purpose<\/h2>\n

Leaders who regularly connect and talk with their employees learn about employee strengths. In a SHRM study it was discovered that employees report that only 15% of their skills are tapped by the work they perform. It is difficult to connect to purpose when this is the case. \u00a0Therefore, cross-functional team solutions, learning circles<\/a> and affinity groups are organizational ways to tap into employee purpose. This unlocks outside-the-job-scope-box opportunities. These opportunities include enhancing employee career growth while activating their strengths and purpose in team challenge assignments. This also enhances the growth and productivity of the organizations they serve.<\/p>\n

In the 35 years I have been building collaborative work cultures, I am convinced that purpose is a two-way street. Leaders who are connecting with and learning about their employees most definitely hold the keys to employee retention by activating purpose..<\/p>\n

Copyright TIGERS Success Series, Inc. by Dianne Crampton<\/p>\n

Learn more about the TIGERS 6 Principles\u2122 in this complementary 30 minute training.\u00a0 It comes with a Q & A call and a coupon for additional training when you share your completion certificate with us.<\/p>\n

\"\"<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

So much is written about connecting an organization\u2019s purpose with employee values.\u00a0 Has this stemmed the massive exodus of employees leaving for better pay, a better work culture or better mental health due to pandemic burnout?\u00a0 No.\u00a0 Resignations are still on the upswing. What if we flip the situation? What if managers begin to understand […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","footnotes":""},"categories":[375],"tags":[32,57,243],"class_list":["post-226374","post","type-post","status-publish","format-standard","hentry","category-belonging","tag-communication","tag-culture","tag-employee-motivation-3"],"_links":{"self":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/226374","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/comments?post=226374"}],"version-history":[{"count":0,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/226374\/revisions"}],"wp:attachment":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/media?parent=226374"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/categories?post=226374"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/tags?post=226374"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}