I came across the results of Gallup’s latest report on Employee Engagement, and found it interesting to read that in early May 2020, regardless of the pandemic confinement, “the percentage of "engaged" workers in the U.S. - those who are highly involved in, enthusiastic about and committed to their work and workplace - reached 38%.“ The highest percentage ever reported since 2000 and in an ascending curve. The positive note is that employers are making greater efforts to engage employees and that people are looking for more purposeful and fulfilling jobs that increase their engagement.
However, the study found that 49% of employees are “not- engaged” and psychologically unattached to their work and company. I used to be one of them. I did not feel fulfilled in my job and used to focus on what I did not like, dreaming of that impactful job. We could blame it on the company, on our boss, on our team environment, but how about what is under our control to make our jobs more fulfilling? What part of finding my purpose at work is my responsibility?
I used to argue that it is easy to find purpose when you are a volunteer in Africa vs. selling unnecessary products to satisfy 21st-century consumerism. Some of us may be finding it hard to see the impact we are making on the world every day, asking ourselves, “Why am I doing this?”
As a career coach, these questions are common. I have seen that purpose is usually sought after in the mission of the organization, the product or service sold and the role that supports that purposeful product: a doctor saving lives in Africa with an NGO or a teacher creating opportunities for kids. What if we found that purpose in jobs that are not that obvious?
Changing our mindset into a purpose-oriented one could be a good start. There have been moments in almost every job when we felt joy and fulfillment and felt that we were in that job for a reason. When we sold that first product, helped a colleague, trained a junior, motivated a team, resolved a conflict, improved a relationship, a skill, or a process, came up with a great idea, connected, praised someone’s work, made our boss happy by exceeded expectations, etc. When that moment happened, what are those elements that made that moment so special and purposeful?
When I ask clients this question and they remember what it was like to feel purpose, I hear a giggle, joy, or even drop a nostalgic tear. What stands out for you now? Make a list. Usually, the words that come out are related to impact, confidence, personal growth/learning, recognition, and newness, among others that fuse us with positive energy. What becomes possible if we want to create and look for more of those elements in our work week?
Finding joy and purpose at work by focusing on How rather than What. Brainstorming on creating new opportunities for collaboration, learning, teaching, motivating, mentoring, volunteering, or even resolving current conflicts with good intentions, could be some ways in which we could look to create that impact we are looking for. Once ideas pop up, drawing a plan, and even involving a leader or team could make these ideas a reality. I am sure that our creative self will bring up some great possibilities to increase our engagement at work.
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