‘Shared purpose is democratic. It belongs to everyone and can’t be quantified like pay or ranked in an organization chart. The entry-level employee can be just as invested in an organization’s purpose as the CEO.’
‘Being invested in a purpose means knowing why you’re here and what you’re doing is of value. It means you are part of a shared journey. It means you understanding how your personal purpose connects with the corporate purpose- your work magnifies your life.’
‘You can’t fake purpose.’
‘Without a shared purpose, employees see their relationship with a company as transactional- working for pay and whatever psychological reward comes with doing a job.’
‘Without a shared purpose, things get even worse on the management side: Management and executives also treat work as transactional, getting the most work for the least cost in the name of efficiency.’
‘… your work magnifies your life.’
‘Employees in a purpose driven organization transcend the transactional. They see their daily efforts building something bigger than themselves.’
‘Having a higher purpose means attracting the most valuable and hard-to-get employees.’
‘Purpose is reinforced by strong peer relationships.’
‘Purpose is an organization’s role in society– it’s fundamental, irreductible reason for being.’
‘… Without a clearly articulated and simple purpose, a company will be overcome by purpose-driven competitors who are inherently more efficient.’
‘Purpose is such an important part of being human that if an organization can tap into people’s purpose- knowing why you’re here, knowing what you do is valued, being part of a shared journey- then people will feel attachment far greater than the ordinary.’
Source:
Eric Mosley and Derek Irvine (2021). Making Work Human: How Human-Centered Companies are Changing the Future of Work and the World
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