The Power of Purpose at Work & How to Create It
Employees who see meaning in their work are more productive, resilient, and committed. But who’s responsible for fostering purpose? Is it the company, the manager, or the individual?
The "Purpose Button" Myth
I once worked with a large financial firm and had the unfortunate task of telling their Executive Team that their employees didn’t feel a strong sense of purpose - and it was the root cause of their high employee turnover. The room fell silent. Then someone finally asked, “Okay, who’s responsible for fixing this?”
The reality? There’s no “purpose button” you can push and no one person owns purpose. Not every company has a hair-raising, world-changing mission, but every single person needs to feel their work is meaningful. The good news? Purpose isn’t something that just happens—it’s something we can actively create.
What the Research Says
Employees with purpose perform better: A McKinsey study found that employees who feel their work has meaning are 4x more engaged and 5x more likely to stay in their jobs.
Managers shape purpose daily: According to Glint data, employees who find purpose in their work are 6.5x more likely to be engaged, yet only 1 in 3 employees strongly agree that their work is meaningful.
Purpose impacts business outcomes: Gallup reports that teams with a strong sense of purpose see 29% higher quality work and 40% lower absenteeism.
What Leaders Can Do to Build Purpose
🔥 Connect the dots – Don’t assume people just get it. Help them see how their work impacts customers, colleagues, and the company’s success. Use real stories, not just PowerPoint slides.
🎤 Recognize impact—loudly and often – Employees crave knowing their work matters. Celebrate wins, both big and small. A quick “Hey, this made a difference” can transform motivation.
🛠 Give employees ownership – Nothing kills purpose faster than micromanagement. Trust your team with meaningful projects, let them problem-solve, and give them autonomy.
🚀 Invest in their future – People feel more purpose when they see a path forward. Support their growth, provide development opportunities, and show them they’re valued long-term.
What Individuals Can Do to Find Purpose
🧭 Figure out what excites you – What parts of your work make you lose track of time? What makes you feel accomplished? Lean into those moments.
🔍 Reframe the boring stuff – Not every job is saving lives, but every role has meaning. How does your work contribute to the bigger picture? Even small tasks often have a larger impact than we realize.
💬 Have “The Talk” with your manager – Tell them what motivates you, what skills you want to develop, and where you see yourself growing. Managers can’t read minds—help them help you.
🎯 Own your impact – Keep a “wins” list. Save thank-you emails. Track the moments where you made a difference. Purpose isn’t just about what others see—it’s also about what you recognize in yourself.
The Bottom Line
Purpose isn’t something handed down from the top—it’s something we cultivate every day. Leaders can shape it, managers can nurture it, and individuals can own it. When purpose is present, everyone benefits.