Employee expectations have evolved over time, and businesses are finding it challenging to meet those. Despite the abundance of advice on keeping your staff happy, companies appear to be perpetually thinking of methods to keep their top personnel. So, what are the true desires of employees?

‘Purpose,’ is the answer. While appealing salary packages, flexibility, and other advantages aid employees in deciding whether or not to join a company. But it is past time for employers to recognize that today’s employees look beyond all of this. 

Millennials, in particular, must believe that their presence in the company is significant. It will make them want to do a meaningful job.

The Importance of Having a Sense of Purpose at the Workplace

To be successful, you must have a feeling of purpose. Employees will be engaged and productive only if they approach their work with a sense of purpose. Likewise, job happiness is only possible if they work with a goal in mind.

This is one of the more surprising findings of a new Deloitte poll. Put it another way, 73 percent of employees who work for a “purpose-driven” organization are engaged, compared to only 23% of those who do not.

This emphasizes the importance of firms making their goal obvious to their employees. It also highlights establishing procedures within the company that reflect the greater purpose.

That’s because purpose alone may not have a direct impact on employee engagement. But employees’ understanding of and exposure to that mission may increase their interest and commitment to their work.

How to Build a Sense of Purpose for the Employees

When an employee connects profoundly with a business, they are more likely to stay involved. But how can companies achieve that?

1. Connect What They Do with the Impact of Their Work

Let your employees know what each of their contributions does for the company. Show them the actual results that their efforts do in the larger picture. They need to know the real value of the work they put in.

2. Create Opportunities to Prosper

Millennials value lifelong learning, upskilling, and advancement. Allow your staff to know how valued they are by providing them with opportunities to learn, develop, and grow. Invest in your employees’ training, upskilling, and education.

3. Set Up a Collaborative Action Model

Emphasize the importance of teamwork in terms of strength, productivity, and success. Working in groups allows you to be more engaged, enables the exchange of knowledge and skills. It also exposes you to fresh viewpoints and aids in the resolution of cross-disciplinary challenges.

What Do Employees Want?

Employees are more engaged and feel a sense of belonging when they have a sense of purpose. And this ‘purpose’ should be able to assist employees in approaching their task while keeping their talents and abilities in mind. 

It must be quantifiable; only then can it lead to improved long-term performance. Employees who work with a purpose are proud of their firm’s progress, have higher job satisfaction, and are more loyal to the company.

Conclusion

Perhaps it’s time for executives to take their staff on a walk and ask them about their experiences. They should question what motivates them in the workplace, their problems, accomplishments, and expectations, etc. 

Such discussions aid in identifying an employee’s capabilities, making it simple to explain to them how their talent and strength have contributed to the company’s success and growth. This will answer the “what” and “why” queries that irritate employees and keep them from being productive at work.