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Collection of tracks for demonstrations
The Importance of Purpose
Brought to you by Assemble You.
It's time to work on YOU. So sit back and listen to practical, actionable advice to accelerate your progress.
Today we are going to examine the importance of purpose. We will look at what purpose means, establish why it is essential and explain how it can positively impact your workplace.
Establishing and recognising your purpose, plus that of your team members or company as a whole, can help to move you forward in meeting goals and objectives. It also creates a solid sense of well-being and motivation.
So, what is purpose? Purpose can be described as the cumulative effect of meaningful goals. Often, we reflect on our purpose in life, what we aim for, and what drives us. The same can definitely be applied to our work and career.
Sociologist Dr Tracy Brower, author of The Secrets to Happiness at Work, writes about fulfilment. In her article The Power of Purpose And Why It Matters Now, she explores how purpose has renewed importance since hybrid work models have become the norm during the pandemic.
She discusses how purpose matters for both people and organisations. Findings from a study by the University of Pennsylvania found that when people had a greater sense of purpose, they experienced less loneliness and made better lifestyle choices. Plus, research by the University of Sussex found ‘when leaders demonstrated clear purpose—vision, commitment to stakeholders and strong morals—their people were happier and more productive.’
All of this sounds great, but how can we be assured of finding our purpose at work? Is it up to our company or us who takes responsibility for this? How do we source a sense of purpose if we frequently work alone or from home, for example?
Let’s look at the foundations of purpose.
First, it is crucial to ascertain what our goals are and approach them with a sense of confidence and clarity. Goals are things we want to achieve and can often be looked at in terms of the SMART criteria. Where possible, they should be Specific, Measurable, Attainable, Relevant, and Time-based.
Let’s take the example of wanting to improve communication at work by holding regular meetings. It could be broken down into the SMART criteria as follows:
S for Specific: To improve communication at work through regular meetings. Specifically, once per week on Monday mornings.
M- Measurable: You can track how long the meetings last, the number of participants and the topics discussed.
A - Achievable: Organising and facilitating a meeting once per week for an hour is a perfectly achievable goal.
R- Relevant: Improving communication at work can result in increased productivity and performance.
T- Time-based: Say, review again in one month.
Perhaps you could create a vision board to help define your goals.
Once goals are clear, this helps to provide more clarification at work: what exactly it is you are working towards.
Second, we come on to meaning and, specifically, the significance of your goals. Think about not just what you hope to achieve but also why. How come this part is so essential? This is the importance we ascribe to something and really focuses on why we do what we do. We’re looking at exactly what it is that motivates us. So, for example, our goal is to improve communication because this will make our days run smoother, and we’ll be more productive, ultimately making us happier and calmer.
The meeting of goals and meaning is where you find purpose. Put simply, purpose could be described as a long-term goal based on meaning.
According to Quartz in a piece entitled How To Find Meaning At Work, ‘considering how much of our lives is devoted to work, it’s only natural to try to derive meaning from it. But which aspects of our jobs are most likely to provide a sense of fulfilment? What if we still can’t find it? And once we’ve discovered the meaning in our work, how do we maintain the feeling?’
In a recent workshop on how to find meaning at work, panellists talked about the ways they find purpose in a profit-driven world and offered advice on how to keep the quest for meaning from burning people out.
Purpose should be a positive, not a negative. It’s something to motivate and inspire, not a source of pressure or confusion, something that lifts us up rather than drags us down. Consider it a guiding light. Whilst often our purpose in life can be a source of contemplation, in work, it is something that can keep us invested in our own happiness and success and the objectives of the company.
Imagine if we had no purpose, be it in life or in work. What would inspire us to get up in the morning? What would encourage us to work hard?
We could feel lethargic, apathetic, unmotivated, and even bored. We wouldn’t be challenging ourselves. Instead, we’d just go with the flow or do the bare minimum. Whereas, conversely, if we have a purpose in life and in work, we can feel more focused, determined, energised and happy. We can want to engage and be proud of our contributions.
If we are not given a purpose, we need to create one. We need to work out what is important, what we want to achieve, and how we are going to get there. This is important for a sense of self but also to create maximum impact at work.
In Claire Cain Miller’s article How To Make Work Better, a desirable workplace culture equates to a place where people want to work because they have a sense of purpose. Creating an environment where people like what they do is key. Also, the article highlights that people like their jobs more when they find meaning in them, attributed to a clear sense of the organisation’s mission and how their individual work contributes to it.
It's all about finding your what, why and how. What is important to you, why is it important and how can you work towards achieving it?
Research shows flexibility is highly important to workers and creates happier, more productive employees. Work-life balance is key. For example, if an employer allows you to work your shifts around the school run if you are a parent or to finish early one day but work later the next. This means that your purpose outside of work isn’t clashing with what’s expected in work. There’s a connection between your work goals and broader life aims.
It is also important that your purpose or that of your company is aligned with your own values. McKinsey & Company’s article Purpose: Shifting From Why To How, suggests that the disconnect between public perceptions of business and its potential for good, or between employees’ desire for meaning at work versus what they experience, reflects a purpose gap. The article states: ‘In a recent McKinsey survey comprising a representative sample of more than 1,000 participants from US companies, 82 percent affirmed the importance of purpose, but only 42 percent reported that their company’s stated “purpose” had much effect.’ Further, that the only way to bridge a purpose gap is to ‘embed your reflection, exploration, discussion, and action in the heart of your business and your organization.’ So, forefront purpose and clarify your company’s purpose, but provide substance to that and check in with your employees about what’s important to them.
In summary, the key takeaways from today are this: goals and meaning are all closely related to purpose. Without a sense of purpose, workers can feel unmotivated or lack a sense of direction. With purpose and clearly defined goals and vision, employees can feel happier and more motivated at work, which leads them to be more productive. In addition, finding purpose at work can positively impact our lives outside of work, creating less loneliness and a greater sense of well-being.
Take a moment to think about your purpose at work. List your what, why and how, and keep your broader mission in mind.
That’s all for today, have a rewarding week!