Do you understand the meaning of your job in your organisation? Do you believe it has a purpose and why you are doing it?

The Future of Leadership Initiative established in a study in 140 countries that nearly nine out of 10 employees in organisations worldwide don’t’ see their daily work as meaningful. Further, those companies where employees do see meaning in their work are around 21% more profitable and 58% of employees claimed that a meaningful job is more important than a higher salary.

A study by Gallup found that the number one answer from employees, when questioned why they stay at an organisation, was because they find their role important. A motivated employee is usually one who is making a difference and having an impact. So, how is it possible to make jobs meaningful, give a more motivated and contented workforce, reduce the possibility of a toxic work culture and increase profitability?

Dr Rajan, author of ‘Happiness at Work’ and a former senior executive at Tata comments that:

“It is very important for an employee to have a meaningful say in what they do. When you have empowerment and autonomy to do the best you can do it, you feel you have really contributed.”

Thus, the sense of contribution, whatever the role, improves employee contentment in the post. Arbedjsglæde is a Danish word that means the happiness that we derive from ‘doing’ something. It is an emotion, a sense of well-being that comes when we feel good about the work we do when we feel involved in the ‘professional commitment’. Interestingly, the reasons for Arbedjsglæde are almost identical to finding meaning in the job. According to Chowdhury’s work in 2019:

• We enjoy doing the tasks assigned to us;
• We feel right about the people we are working with;
• We are happy with the financial benefits we get from the job;
• We have the scope of improving our existing skills; and
• We feel respected and acknowledged at work.

As in most organisations, it appears that communication is crucial. A discussion with the boss about the role and employee development, an awareness of the organisation’s goals and objectives and a simple ‘well done’ acknowledgement all help. An open communication policy where managers are less autocratic and perform the role of coaches or mentors can have a staggering effect in answering the ‘why’ question. In addition, creating a strong sense of workplace community to develop a positive atmosphere is also an important factor.

It should also be noted from above that improving skills and encouraging learning/development also helps employees find more meaning in their role. Eighty-seven per cent of millennials and 69% of non-millennials rate “professional or career growth and development opportunities” as important to them in a job.

Coppice HR provides cost-effective solutions to these workplace situations. Contact us on 07814 008478, paul@coppicehr.com or www.coppicehr.com to discuss further.

Inspired by: Gallup – Millennials Job Development, Positive Psychology – Happiness At Work and Amazon – Quote Me Happy