![]() The topic is intensely personal, potentially inaccessible to employers, and seemingly as uncomfortable to discuss as it is to actively encourage.ĭespite these challenges, our research found that 70 percent of employees said that their sense of purpose is defined by their work. Nonetheless, if you’re like most senior executives, you haven’t given the individual purpose of your employees much thought. Moreover, when employees feel that their purpose is aligned with the organization’s purpose, the benefits expand to include stronger employee engagement, heightened loyalty, and a greater willingness to recommend the company to others. They are also healthier, more resilient, and more likely to stayĪt the company. People who live their purpose at work are more productive than people who don’t. Such findings have implications for your company’s talent-management strategy and its bottom line. Millennials were three times more likely than others to say that they were reevaluating work. ![]() And nearly half said that they are reconsidering the kind of work they do because of the pandemic. Nearly two-thirds of US-based employees we surveyed said that COVID-19 has caused them to reflect on their purpose in life. Your employees are reconsidering you, too. If the tumult of 2020 has prompted your organization or leadership team to reconsider people priorities such as employee well-being, resilience, or purpose, then you’re in good company.
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