Work is a mess. Nearly 70% of people remain disengaged. People are leaving jobs sooner and sooner. Racial bias remains rampant. Despite new communication tools people are feeling isolated. Women continue to be missing in leadership.
They are the same issues every year.
What if there was an unexpected solution that emerged in 2016? What if a simple new approach enabled organizations to be inclusive, thriving and higher performing places to work?
Would you know it if you saw it? It isn’t yoga or nap rooms. It isn’t about throwing more money at the problem. It doesn’t require KPIs, CSR, OKRs or reading HBR. It isn’t philanthropy or volunteerism. It isn’t social media or drones. It isn’t more trainings or retreats. It isn’t an engagement survey. It isn’t an online course.
The Solution Is Right In Front of You
STOP FOR A MOMENT. Think of the one person in your organization you most value. Who is the person who you and the organization would most miss if they left today?
What’s their name? Really. What’s their name?
Let me guess. This person is curious and always learning. They bring out the best in everyone around them. They are willing to stand up for what is right. They are driven to make an impact. They are someone you can always count on. They set the bar for everyone else.
Yeah. We know them, too.
The Purpose-Oriented Employee
They are what we call a Purpose-Oriented employee. They represent 28% of the U.S. Workforce — 42 million people. They are everywhere. Every industry. Every culture. Every function. Every age. Every background.
And unlike the other 72%, they don’t work just for money or the next promotion. They get paid and appreciate recognition just like everyone else. But that isn’t why they work.
Purpose-Oriented employees work to make an impact. They work to build meaningful relationships. They work to be challenged and grow personally and professionally.
Perhaps most important, they show up to work differently than their peers.
- 20% longer expected tenure
- 50% more likely to be in leadership positions
- 47% more likely to be promoters of their employers
- 64% higher levels of meaning in their work
Imagine you hired another Purpose-Oriented employee for your team. Soon everyone on the team is a little more excited to come to work. Communication starts to improve as relationships are fostered. Work isn’t so isolating and task-oriented.
You then build an entire team or department of Purpose-Oriented people. Turnover starts to go down. People aren’t just more engaged, they report being fulfilled and deeply committed to each other and the organization.
Eventually you have built an organization of Purpose-Oriented employees. Your leadership team is diverse and inspiring. You are ONE team focused on your mission with all your hearts and minds. Your performance is through the roof.
It all started by hiring one Purpose-Oriented candidate for a job on your team. It all started when you decided to discriminate in your hiring to focus on the 28% of candidates who work because they give a damn. You discriminated on purpose.
Now your organization is achieving an impact you never thought possible. Everyone is fulfilled and your culture is authentic and inclusive.
It’s no big deal. It’s just the future of work.
This article was originally published here. The author credits Death to the Stock Photo and LinkedIn for the image.
Aaron Hurst is Chief Executive Officer of Imperative, and he’s an “Influencer” on LinkedIn. Aaron is also the founder of the Taproot Foundation, the author of The Purpose Economy – and he is an Ashoka Fellow, an award-winning entrepreneur and a globally recognized leader in fields of purpose at work and social innovation. Aaron has written for or been featured in The New York Times, The Wall Street Journal, Bloomberg TV and Fast Company. Follow him on Twitter.