4 steps that can help build purpose in the organization

 Managers who embrace “purpose beyond profit” have the capability to transform the fortune of their organization, but it can’t be achieved alone. The purpose of the organization truly comes alive when all the employees are inspired and well-equipped to put their purpose into action. 

Now this means that purposeful leaders must have a firm grasp on: 

●        How purpose flows and moves within the organization

●        How can it inspire and enrol people

●        How to map it out and translate it across different parts of the organization

●        How does it have the potential to encounter resistance

●        How can it unlock new approaches to problem-solving 

Below are four steps that will help you build purpose in your organization:

First, let us understand the difference between a purpose statement and purpose-in-action

Purpose doesn’t truly come alive until you map it against your day-to-day operations and processes of the organization. It only comes alive when every employee of the organization understands what it means for them. The primary question is always, “what will I do differently tomorrow?”. You should make it a point to always translate your purpose into practical action. 

Try to connect what employees do with the end result 

Here, managers can help to foster a sense of purpose among employees by “connecting the dots”. This will help employees understand how what they do has an impact on the organization. It goes without saying that everyone wants to feel like their work has value and it matters. Moreover, when you create a sense of meaning and purpose in what the employees do, the organization can help them find the motivation to engage in their job. 

To get more insight, conducting 1:1 meetings or pulse surveys through a performance management system can help managers get a better understanding of what their employees truly think. If there is a gap, then can always fill it by providing feedback. 

Come up with more opportunities to learn and grow

 

Along with the need for a sense of purpose, employees want to feel like they matter to the organization, and the managers invest in their education, training, and professional development with the company. Now, this means training every employee and not just a selected few. When you offer training to only a few employees, it can lead to a dip in morale and lead the rest of the employees to feel unappreciated and undervalued. 

Organizations must develop a culture of learning as it will enhance employee engagement. Employees that actively participate in learning are likely to be more innovative and feel more prepared to take on any kind of challenge. Ultimately making them feel more confident in their abilities. 

The company needs to embrace resistance and love people who are sceptics 

It is only natural to face resistance on your purpose journey. Some employees will be sceptical about it and that is a good thing. Why? Well because sceptics are an incredibly useful resource. It is them who point out the problems one might not see. It is considered to be a mistake to think of sceptics as bowling pins to be knocked over. Their objections tend to be borne of practical knowledge. So give them a listen! 

Final Note

As a leader who believes in having a purpose, your job is to act as the steward of your organization’s purpose and make sure that every employee is engaged and will put it into action. This is exactly what will keep your purpose on track and deliver outstanding results.