How important is it for your team to “show up” for purpose and meaning? Here are some eye-opening stats to consider.

Robert Half researched why employees quit their current jobs. One of the top responses was to have more meaning and purpose.

Another study by Reward Gateway found that 89% of employers said employees must understand the company’s mission; however, only 25% feel completely informed about the purpose and mission.

This is fundamental for leaders—it really is “low-hanging fruit” for us to pick.

We are fully aware that purpose and meaning are “human.” We all desire to have meaning, know that we matter, and know that our efforts help the cause, the purpose.

I have learned that our people want to be part of an organization that intentionally communicates the mission. They want to know their role in honoring the mission.

Here are some brief reminders:

  • Make sure you understand your job, purpose, impact and meaning first.
  • Differentiate between job, purpose, impact and meaning.
  • Tell more stories to connect deeper and help them understand how their work has an impact.
  • Invest time and be curious about their dreams, desires., and how the mission helps.

The bottom line? As leaders, we must intentionally communicate our purpose, impact, and meaning.