Learn How to Foster an Environment for Workplace Purpose
Investing in workplace culture isn't just a "feel-good" initiative. It’s a business imperative.
A strong workplace culture fosters an environment where employees can find purpose in their roles. When employees have a sense of purpose, they are more likely to invest in their company’s vision because their roles become fulfilling. According to Deloitte and Gallup, organizations that instill a strong sense of purpose see:
With that said, many employers miss the mark. Ninety percent of surveyed employees and executives believe that work should provide a sense of purpose to their lives, according to a global study done by Harvard Business Publishing Corporate Learning. However, a recent Gallup study found a jarring disconnect: Only 18% of employees in the study felt their current job actually provided that meaning.
The question is no longer why purpose matters, but how organizations can create the conditions for it to flourish.
Intrinsic v. Extrinsic Motivation
Motivation goes beyond reward. It requires a deeper sense of purpose in order to be truly fulfilling. Self-determination theory is a psychological framework that explains human fulfillment and why employees need more than a paycheck to find meaning in their work.
Dr. Sarah Herrmann, a social psychologist and associate professor of psychological science at Weber State, says that self-determination theory suggests that individuals are most motivated when they are intrinsically motivated, performing a task because it is inherently rewarding or loved, rather than extrinsically motivated, such as working solely for a paycheck or praise. The theory relies on three foundational principles:
- Autonomy: The need to feel in control of one’s goals and behaviors
- Competence: The need to gain mastery and learn different skills
- Relatedness: The need to feel a sense of belonging and attachment to others
Extrinsic Factors Still Matter
You can’t pour from an empty cup. Despite intrinsic motivation being the more powerful influencer, it’s hard for someone to find their purpose at work when they are feeling burnt out or struggling to meet daily needs.
“Human beings are unpredictable, and frankly, they're going through a lot,” said Sean Morrison, senior vice president of human resources for Bank of Utah. “We want work to be a place where it's stable and consistent because, outside of work, you have no idea what people are dealing with.”
The Leader’s Role: Creating the Environment
It is not the leader's responsibility to create purpose, but rather to create the conditions for it to develop, said Dr. Jordyn Leslie, an industrial and organizational psychologist at Weber State.
“Leaders need to create the environment in which meaning can emerge for people on their own, rather than telling employees to find a purpose or creating the purpose for them, because then it won’t be as meaningful,” Leslie said.
To create these conditions, leaders should help employees see the impact of their work, as it is a powerful driver of meaning, she says. This means following up on the impacts of a completed project or work task, not just checking off the to-do list once it’s complete. In addition, Leslie says when leaders demonstrate vulnerability, such as being transparent about mistakes, they foster a growth-oriented culture that helps employees find personal meaning in their work.
Ultimately, when employees feel a sense of purpose at work, they carry that forward into the rest of their lives, Morrison said.
“It creates a positive ripple effect. An employee who feels valued and has a sense of purpose at work carries that positivity home, impacting their family and the broader community.”