A blog written by Forbes addresses how leaders can foster an environment and culture that helps employees at all levels connect their individual purpose to the organization’s purpose
Read the full article
Key takeaways
- The “Great Resignation” is really more of a “Great Reprioritization” as people reevaluate their purpose and meaning in work. This is leading to high employee turnover.
- Compensation is important but factors like work environment, manager relationships, and alignment with values also heavily influence retention.
- Leaders must define their own and their company’s purpose first before helping employees live theirs. Purpose can’t just be words on a wall.
- There is a disconnect between executives and frontline workers feeling purpose at work that companies must address.
- Leaders should create opportunities for employees to connect work to purpose in personal, meaningful ways based on individual needs.
- Turnover results from misplaced priorities and unsupported employees. Leaders should recommit to showing up for people.
