The workforce and its expectations have changed rapidly over the last 18 months. Employees no longer seek a lifelong career that solely provides financial stability. More than ever, they increasingly look for meaningful work and leave organisations that don’t provide it.

Research shows that your people are driven by having a greater purpose for their work and that they are prioritising this over salary, benefits and career growth. This is exceptionally powerful data that the executive team should not ignore when deciding how to best attract and retain valuable talent.

So, just how do you instil true purpose into your employees work?

Well, through people-centric leadership (and by reading this blog!).

People-centric leadership, what is it?

It’s a culture where both employees and leaders are fulfilled and engaged. People are treated like… well… people. They aren’t seen as cogs in a machine, a headcount, a line on a spreadsheet. They are seen as more than just the work they do. This means you consider their mental health, their personal circumstances and situation at home and many other factors that play a role in their overall well-being.

People-centric leaders won’t adopt a leadership style and run with it. Instead, they’ll want to know, and take time to understand, what every employee cares about and is driven by. They’ll know that meaningfulness and purpose are highly individual. What is important to one person may not be a motivator to another. For this reason, companies can’t create a blanket purpose and expect it to resonate with everyone. Of course, you’ll have goals that resonate with some, but it’s the job of a people-centric leader to identify the work that makes each member of the team light up – and continually highlight this purpose for the team.

If your team find themselves asking “what is the point of this?”. This is a BIG indicator that they don’t find meaning in their work. And the result is demotivation and in today’s market – the desire to search elsewhere for such meaning.

How does people-centric leadership contribute to business success?

First, you make sure everyone knows the “why” behind what they do. It also means proactively identifying the opportunities for employees to find meaning in their work that may take them out of a preconceived idea of what they should be doing within a specific role. For example – some people value having the ability to volunteer for the community through their work, while others love the freedom to work on new tech that changes ways of working for the rest of the team.

The result?

The same study earlier mentioned found a direct correlation between this and employee engagement, motivation and overall job satisfaction. Acing all of these things will have a sizeable impact on your companies top-line. We promise!

Read more about the benefits of having an engaged workforce who have meaning, here.

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