Meaningful work is what makes me wake up at 6 am every day and jump right at my computer.
Deep inside, I felt the need to add more value to the world. I passionately advocate for mental health, leadership, diversity, and inclusion, but I realized I do not speak enough about it on social media. Therefore, I decided to create more content that aligns with my beliefs.
Knowing that my actions might improve people`s lives makes me look forward to my work every morning.
What is meaningful work?
Meaningful work is not necessarily fancy or glorious.
We tend to focus on sophisticated topics and create megalomanic project structures filled with buzzwords: synergies, big data, or AI. Companies invest in projects that last years and never touch the life of a single customer. Sorry to spoil the party: this is not meaningful work.
People consider their work meaningful when they feel they create an impact and connect their work to their values. For example, I want to raise mental health awareness and change how we lead people. Writing about authenticity or helping leaders to become more powerful contributes to my mission. Ultimately, it is a labor of love and it makes me happy.
But not all people feel the work they do has a meaning. As we will see below, many employees today feel disconnected from their workplace, doing only the minimum required to keep a job. To understand the problem’s dimension, let’s look at the numbers.
Meaningful work for people and society
Gallup`s Global Work Force Report from 2023 shows that 6 in 10 people worldwide do not see the purpose of their work or why their contribution matters. The same report shows a constant increase in stress at work over the last few years. We know that people who are disconnected from their workplace are more likely to burnout or suffer from mental health issues.
Just reflect for a moment on the figures above. The quiet quitters are the ones who need a leader to encourage, inspire, and help them grow. We can transform 60% of employees into motivated, engaged people who create value for humanity. Plus, we can improve their mental health and make them and their families happier.
Leaders who understand how meaning is created will get a powerful team behind them.
Company purpose creates meaning for employees
Some years ago, I tried to discuss the purpose of the company he was leading with a CEO. His answer was short and blunt: “We do not have time for fluffy talk!”. In his view, the only important thing was to reach an arbitrary figure.
We all want to be part of successful companies, but focusing only on financial success will not make your employees jump out of bed in the morning. Not even those whose bonuses are directly linked to it. Financial motivation is a short-lived driver for engagement.
Research from PWC shows that most employees who believe in their company’s purpose will consider their day-to-day work meaningful. US millennials are 5.3 times more likely to stay if they connect with their company`s purpose. In addition, 73% of employees working at a purpose-driven company are engaged, compared to an average 23% worldwide engagement ratio.
If a purpose-driven culture did well in Unilever, Patagonia, or BlackRock, it would probably work for your humble shop.
You can help your team
According to the Gallup Global Workforce report, 2 in 3 managers do not feel a connection with their company mission. So, starting with a discussion with your team leads is a good idea. Even if you have ten urgent projects to finish “yesterday”, this is a good investment of time.
A few years back, I asked a colleague who was 20 years younger and two levels below the hierarchy to be my reverse mentor. He was honest, and he shared with me valuable insights. To my surprise, he told me that some of our colleagues did not believe their work was meaningful.
Be open and ask people on the floor. How do they connect their day-to-day work with the company`s purpose? Do they believe in what you do as an organization? Prepare to hear what you don`t want to hear.
Sustainable leadership is about balancing the short-term needs of action with a long-term view.
Look for meaningful work around you
We usually believe that meaningful work must produce a significant, immediate impact, but the connections are subtle and sometimes not visible right away.
Start with your current situation: what is the value you create? If you believe you do, you will be even more motivated to continue. But if you have serious doubts, it might be a good idea to stop and refocus your energy on something that matters.
For example, you help a colleague with simple admin tasks while she focuses on launching a product that will improve life for a few thousand people. That is a valuable contribution but not necessarily glamorous. In this way, you add value indirectly; sometimes, this is the best way to help.
I have another example of meaningful work that we heavily underestimate: stay-at-home parents. You do your best to educate your children on the values of the human-centric economy – financial inclusion or people`s well-being. You will know your work is valuable when your children grow and demonstrate outstanding leadership skills.
Conclusion
As a leader, you want your team to jump into action mode. Maybe you do not prioritize purpose or meaning on your agenda when all your projects are delayed and shareholders pressure you to grow. However, people are not machines. They are productive when they believe in what your company does.
Imagine a world where the 60% of employees sitting in front of their computers today, barely motivated to do anything, would create real value. How would that transform them, their families, and the humanity? As a leader, it is your responsibility to make the change.
It takes courage to stop and take a turn, and the world needs courage to move forward.
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You might agree or disagree, but a healthy disagreement creates progress.
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