Why a Purpose-Driven Organization Matters


Employee happiness can no longer be an afterthought for businesses. A purpose-driven organization has become increasingly important when trying to recruiting talent to work for you. Now, 75 percent of job seekers say that company culture is just as important as salary.

Today’s workforce wants to know that they make a difference and wants to be involved in a mission that, in some way, helps those around them, both near and far. They want to see proof that their input adds to a larger organizational contribution to the community it serves.

We know that people ideally strive to realize their own personal potential through ongoing personal growth.  With this new generation, in addition to their own personal development, they like feeling a connection between the work they perform and a positive societal impact.

A purpose-driven organization offers inspiration.  The purpose propels employees to go the extra mile. If the connection is not fulfilled, then even extravagant perks will not keep employees inspired for very long, let alone willing to be long-term employees. They want assurance that what they’re engaging in each day through their work is contributing to the greater good of the world. This is especially true with Millennials. According to a survey by Deloitte, over half of those surveyed stated that part of their decision to take a job was based on the ability to serve a purpose greater than themselves.

The best way to unite an organization with its workforce is by building a purpose-driven organization.  Allow employee input when clearly defining the purpose so that they feel aligned with it.  Organizational purpose is the glue that holds the company together in good times and in lean times. A compelling purpose provides energy to the workforce and propels them forward. As Roy Spence Jr. says in his book,It’s Not What You Sell, But What You Stand For, “If you have a purpose and can articulate it with clarity and passion, then everything makes sense, and everything flows.”  I believe that an organizational purpose that is embraced by the company culture is one of the highest single variables in whether employees are engaged.

Smart leaders can unite the culture by communicating an organizational purpose that allows employees to accomplish much more than a series of daily tasks. The organizational purpose should do four things:

  1. Define how the organization contributes to society.
  2. Define how all tasks are important contributors to this purpose.
  3. Energize and motivate the workforce.
  4. The mission/vision statement must be easily understood by everyone.

Are you creating a purpose-driven organization?  Do you need help clarifying your organizational purpose and building next year’s goals?  Pick up a copy of our productivity guide, GET THINGS DONE THAT MATTER.  The step by step strategies will guide you to establish goals that resonate with your staff and transform them into an engaged culture of individuals who are proud of their work and the impact they are making. The guide includes templates you will use over and over.
operational effectiveness

It’s time your hard work pays off to you, your staff and your community.  Use your time wisely. GET THNGS DONE THAT MATTER.

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