Instilling a Sense of Purpose at Work

You’d think we'd have the purpose part wrapped up as nonprofit leaders. But we do sometimes take that piece for granted. But purpose isn’t just about having a mission. It’s about making sure everyone knows where they fit in it. Because when people don’t see how their work connects, their day-to-day can become just a series of tasks. Meaning drains out, and burnout fills in. The fix? Help people see how their work moves your mission forward. You can build clarity of purpose into your culture with small, repeatable actions: • 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗱𝗲𝗳𝗶𝗻𝗲 𝗿𝗼𝗹𝗲𝘀 𝗰𝗹𝗲𝗮𝗿𝗹𝘆 → Write what success looks like for each position, not just tasks, but outcomes. If you get stuck here, try this: Ask team members to write down: 1. One task they do regularly 2. Why it matters to the people you serve 3. What happens if it 𝘥𝘰𝘦𝘴𝘯’𝘵 get done • 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗶𝗻𝗴 𝗮𝗻𝗱 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 → Use a simple RACI chart to show who’s Responsible, Accountable, Consulted, and Informed. For example, if you’re producing an annual report:   – The communications manager is 𝘙𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘭𝘦   – The executive director is 𝘈𝘤𝘤𝘰𝘶𝘯𝘵𝘢𝘣𝘭𝘦   – Program staff are 𝘊𝘰𝘯𝘴𝘶𝘭𝘵𝘦𝘥   – The board is 𝘐𝘯𝘧𝘰𝘳𝘮𝘦𝘥 Everyone knows their role, and that builds trust. • 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝗿𝗼𝗹𝗲𝘀 𝘁𝗼 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 → For example, show how a Development Coordinator’s weekly tasks directly support your strategic goal to increase donor retention. • 𝗦𝘁𝗮𝗿𝘁 𝘁𝗲𝗮𝗺 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝘄𝗶𝘁𝗵 𝗮 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗺𝗼𝗺𝗲𝗻𝘁 → Open with a client story, a quote from a frontline staff member, or a small win that reflects your impact. • 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘁𝗮𝘀𝗸𝘀 𝘁𝗼 𝗶𝗺𝗽𝗮𝗰𝘁 → Don’t just assign a newsletter draft. Say, “This update is how we will connect our 1,200 supporters to our mission.” • 𝗥𝗲𝘃𝗶𝗲𝘄 𝗮𝗻𝗱 𝗮𝗱𝗮𝗽𝘁 𝗿𝗲𝗴𝘂𝗹𝗮𝗿𝗹𝘆 → Don’t wait for annual reviews. Use quarterly check-ins to keep people up-to-date on why their work matters. Purpose becomes powerful when it’s made visible. Where are you making that connection clear right now? And where can you make it stronger?

A scenario I posed to my Georgetown class: A talented, high-potential employee is consistently underperforming after a major reorganization. How would you reignite their motivation? This question is critical as restructures, AI disruptions, and the latest round of tech layoffs leave a lot of good people are questioning their place. Our research at Fractional Insights shows that 44% of employees are experiencing "angst" that directly undermines performance, yet most organizations are failing to detect this undercurrent. When a star performer starts to drift, it's rarely about ability. It's about shaken confidence and lost direction. We call this the angst of insecurity—a feeling driven by threats to job security, stability, and fairness. This creates a dangerous paradox we call the "retention-tension." Outwardly, the employee may seem committed, clinging to their job with lower-than-average turnover intention. But beneath the surface, they are 45% more poachable and primed to accept an external offer the moment one appears. They are anchored by fear, not loyalty. It’s also related to lower performance. So, how do you solve it? What we discovered in class aligns with what we've seen in our work: 1. Restore a sense of SIGNIFICANCE. The "why" behind their work may have been lost in the shuffle. A manager's primary task is to reconnect their daily contributions to a larger purpose. What once motivated them might no longer resonate in the new structure. Help them answer: What does a meaningful impact look like for you now? 2. Re-establish PSYCHOLOGICAL SECURITY. After a reorg, security can evaporate. An environment of ambiguity fuels the Angst of Insecurity. Leadership must over-communicate to provide stability. Are performance expectations crystal clear? Is the work environment predictable and fair? Are you providing timely, constructive feedback, or is your silence being interpreted as disapproval? 3. Create a path for GROWTH. Motivation stalls when people feel stagnant. Hope is not a strategy; employees need to see a future for themselves. Providing a clear plan—whether through new short-term projects that build momentum, skill development opportunities, or mentoring—is essential to restoring their sense of forward progress and potential. This course focuses on coaching for leadership and performance—the practical things managers can do to ignite motivation and amplify human potential. Because here's the reality: individual coaching is just one piece of the puzzle. At Fractional Insights, we help organizations design the context and environment that aligns with their goals. When you engineer the right conditions, human potential doesn't just survive change—it thrives in it. How would you respond in this scenario? What have you seen work when talented people lose their way? #FutureOfWork #Motivation #HumanCapital

Lately, I’ve noticed a recurring theme in conversations with professionals: many are considering resigning without a new position lined up or exploring a fresh chapter in their careers. Maybe it’s the reflective nature of the year’s end, but their reasons run deeper than just seeking change. Many talk about feeling bored, unmotivated, or disconnected from their company’s mission and culture. The common thread? A lack of alignment with culture. While compensation is undeniably important—it’s what gets people in the door—culture inspires them to stay, grow, and give their best. It’s the foundation for engagement and loyalty. The statistics make the case clear: -Gallup: Highly engaged teams—often driven by positive culture—are 21% more productive and have 41% lower absenteeism. -Glassdoor: 77% of employees consider company culture before applying for a role. -Deloitte: Inclusive and growth-focused workplaces are 2.3 times more likely to retain their people. -LinkedIn Workforce Learning Report: 94% of employees would stay longer at a company that invests in their development. -Gallup Employee Satisfaction Study: 51% of U.S. employees actively seek or watch for new jobs, while only 32% are engaged at work. These numbers highlight an urgent need: many workplaces are failing to create cultures that connect employees to purpose, growth, and a sense of belonging. If culture is what drives retention and performance, then what should organizations do to bridge the gap? Here are a few actionable steps: -Communicate Purpose: Employees need to understand how their work contributes to the company’s mission. Share success stories and highlight the tangible impact of their efforts regularly. -Invest in Growth: Provide learning opportunities, mentorship, and clear career pathways. Show associates that their future within the organization is a priority. -Foster Autonomy and Creativity: Empower employees to take ownership of their work. Encourage experimentation and problem-solving to keep tasks engaging and meaningful. -Recognize Contributions: Build a culture of recognition where individual and team accomplishments are acknowledged and celebrated. Authentic, timely appreciation goes a long way. -Support Work-Life Balance: Offer flexibility, mental health resources, and respect for employees’ personal lives. This demonstrates that the organization values them as whole individuals, not just as workers. As 2025 approaches, it’s the perfect time for companies to reassess and recommit to building team engagement and connection. This isn’t just about avoiding turnover—it’s about creating an environment where employees are energized and motivated to contribute their best. What steps do you think organizations should take to start the new year with a stronger focus on culture and engagement? Let’s open the conversation and share ideas to make 2025 the year of thriving, connected workplaces.

🕯 Purpose is the New Paycheck: Why Purpose-Driven Workplaces Are the Future 🕯 In today’s rapidly evolving job market, one thing is clear: Purpose is becoming as valuable as a paycheck. More than ever, employees are seeking more than just a job—they’re looking for a sense of meaning, belonging, and alignment with their values. They want to be part of something bigger than themselves and contribute to a company that makes a real difference. I'm very fortunate to work somewhere that makes me feel like I'm part of something bigger than myself, and also that my actions and behaviors have an impact, and make a difference to our clients, our candidates, and our wider community, all things that matter to me. This connection helps me be more effective in what I do and honestly keeps me coming back for more, every day, every week! In my role here at HR Soul Consulting, I’ve also seen this shift firsthand. Recently, we've worked with a company struggling to retain top talent. While they had competitive salaries and great benefits, employees felt disconnected from the company’s mission. Through our efforts, we helped them articulate their purpose—one that centered on sustainability and community impact. This simple but powerful change ignited a renewed sense of pride among employees. They no longer saw themselves as just working for a company but as contributors to a greater cause. The results? Increased engagement, lower turnover, and a stronger, more connected workplace culture. Purpose-driven workplaces aren't just a trend; they’re a competitive advantage. When employees find purpose in their work, it boosts engagement, retention, and performance. It’s not just about what we do; it’s about why we do it. So, how can organizations build a culture of purpose? 📍 Define and Communicate Your Purpose: Go beyond mission statements. Purpose should be a lived experience that resonates with every level of the organization. 📍Embed Purpose into Everyday Work: Purpose shouldn’t be a poster on the wall—it should be a core part of decision-making, from strategic planning to daily tasks. 📍Empower Employees to Live Your Purpose: Encourage your team to bring their whole selves to work and create opportunities for them to contribute to meaningful initiatives. 📍Lead with Authenticity: Leaders play a critical role in modeling purpose-driven behaviors. When leaders are authentic and transparent, it builds trust and inspires others. Purpose isn’t just a buzzword; it’s the new currency of work. What steps is your organization taking to become a purpose-driven workplace? Let’s create environments where people feel inspired, motivated, and connected to a cause greater than themselves. #PurposeDrivenWorkplace #Leadership #CompanyCulture #EmployeeEngagement HR Soul Consulting

Stop focusing on what you DO, and discover what you are FOR! Five ways an ancient Greek philosophy can transform your career ⤵ 🏛️ Aristotle taught that everything has a specific purpose or final end which he called "telos." He believed the only way to truly understand something is by discovering its telos. This simple idea offers a profound lens through which we can view our professional lives. Telos encourages us to look beyond the many tasks that we do to see the deeper significance of our work. For example... ▶︎ I often ask customer success teams to describe their role. The common response is exasperation that listing everything they do would be a daunting task! The mistake is thinking about what they DO, rather than what they are FOR. To reframe their thinking, I ask the following questions: 🤔 What is the true impact of your work? 🤔 Who benefits and how? 🤔 What specific results do you exist to create? 🤔 How do you know when it's working? This is the telos mindset that reveals the true meaning of our work. Here are 5 ways that telos mindset can transform your job: ❶ CLARITY The first benefit of telos is focus. Shifting your thinking from tasks to purposes immediately produces a much shorter list! Your role may involve doing hundreds of different things, but you don't exist to product hundreds of different results. ❷ EFFECTIVENESS What you DO can only be understood in terms of what you are FOR. There are always more tasks to do than time to do them. A clear purpose makes it easier to prioritize that tasks that will have the biggest impact, and deprioritize work that doesn't matter. ❸ MOTIVATION Understanding how your work contributes to a larger purpose fuels your passion and commitment. Humans are designed to aim toward a purpose, which is why identifying and working on results is so satisfying. Telos replaces the drudgery of "tasks" with the adventure of achievement. ❹ RESILIENCE Overcoming challenges is infinitely easier when we see them as steps towards achieving a meaningful goal. When setbacks occur, a clear sense of telos helps maintain focus and determination to find the breakthroughs that lead you back on track. ❺ MEANING Aristotle argued that meaning can only be found in purpose. Embracing your telos transforms your job from a mere occupation into a vocation. It’s about finding that sweet spot where your skills, passions, and the world's needs intersect. When you identify and pursue your telos, you not only enhance your own life but also contribute to a more purpose-driven, impactful professional community. Have you found the telos in your current role? If not, this may be the most impactful thing you could do right now to up-level your work! #Purpose #CareerGrowth #ProfessionalDevelopment #Telos #MeaningfulWork

Intrinsic Motivation is my favourite method for reducing resistance to change. Helping people tap into their personal bigger picture is powerful… Instead, Leaders are encouraged to embrace the usual techniques: 👉🏽 Address concerns 👉🏽 Communicate openly and transparently 👉🏽 Build trust and credibility 👉🏽 Offer support and resources 👉🏽 Celebrate success As we say in Australia, “Yeah, nah.” With 45% of CEOs believing their company isn’t going to survive beyond the decade, it’s crucial to reimagine how business get’s done - and bring your people along on the journey. Here’s a more human way - tap into intrinsic motivators. Why do people want to drive change and innovation? 1. Personal Growth By challenging the status quo and pushing for new ideas or processes, these individuals can expand their knowledge, skills, and expertise in their field. This growth may lead to increased job satisfaction, career advancement opportunities, or a stronger professional network. 2. Legacy and Impact Many people who drive change within organizations aspire to leave a lasting legacy that will have a positive impact on the organization's future success. By challenging the status quo, they can contribute to long-term organizational growth and development. 3. Recognition and Validation Challenging the status quo often requires courage and determination. These individuals may seek recognition from peers or supervisors for their efforts in pushing boundaries and driving innovation within the organization. This validation can be a powerful motivator for continued success. 4. Sense of Purpose By challenging the status quo, these individuals may find a greater sense of purpose in their work. They are able to contribute directly to organizational goals or address pressing issues that align with their personal values and beliefs. 5. Professional Satisfaction Driving innovation and change within an organization can lead to increased job satisfaction as well as opportunities for professional growth, learning, and development. This may result in a more fulfilling career path and overall sense of accomplishment. Help people see the bigger picture - AND - help them see themselves in the bigger picture. When you align the personal picture with the org picture, people come alive. That’s how we drive change and innovation and make tomorrow better than today 🙏🍀 What has been an effective way for you to inspire change in others - whether that’s at work, at home or in a learning environment? *** #management #leadership #business #mindset #motivation