Steps To Inspire A Sense Of Purpose In The Workplace

Clarissa Windham-Bradstock is CEO/Chief People Officer of Any Lab Test Now, a leading national retail healthcare and lab testing franchise.

It’s been nearly two years since Covid-19 became a part of our world. Nearly two years since the word “pivot” has become overused to describe the ever-changing environment we’re living in. Based on the current state of uncertainty, the word is not going away. Pivots are our reality for the foreseeable future. The latest adjustment we are experiencing in the workplace concerns quality of life issues. These issues are so important to the labor force that many employees are willing to quit if there aren’t changes. This surge of workplace departures is being dubbed The Great Resignation of 2021.

According to a Gallup analysis, “48% of America's working population is actively job searching or watching for opportunities.” That same study indicated that more than 3 million Americans quit in May alone. Why? One of the byproducts of the pandemic was ample time for self-analysis. All that time we had at home got people thinking, reflecting. The result? Employees are realigning that work-life balance, now commonly referred to as work-life integration. Those who have the means to choose the direction of their career are using this regrouping opportunity to journey on a better path.

Let’s unpack this.

Employees are looking for something more. But it has little or nothing to do with salary or benefits; rather, they are looking for something purposeful, something enriching. Encourage this. Foster a sense of purpose outside of work, encourage staff to pursue passions and give them time and resources to do so. Provide a “continuing education” allowance — and allow a flex schedule for workers to attend classes.

In the workplace itself, first and foremost, workers want to feel safe. While many are trying to resume life as usual, “normal” looks different than it used to. Health and wellness are top of mind for employees. But there’s an element of push and pull here.

The social nature of humans is to connect with other humans. As simplistic as it sounds, it’s a real need that has been turned upside down since the onset of the virus. So how do you as an employer allow the workplace to feel safe while allowing for that human connection at the same time? After all, who wants to sit in a cubicle for eight hours a day with a sick person working next to you?

As an employer, there is only so much you can do. But flexibility is the name of the game. According to a poll conducted for Prudential, 87% of American workers who have been working remotely during the pandemic like it. Continuing to do so perhaps once a week sounds good to them. Almost 70% of workers polled say a hybrid work model post-pandemic is the way to go.

If you do not yet have a hybrid work option in place, this is a solid solution to the dilemma involving health and safety while achieving the human connections we need in the workplace. Consider, if available, allowing a hybrid workplace where employees can get work done outside the office, yet reconvene on a set day every week for in-person brainstorming, touching base or checking in. It’s conference room or Zoom room; let them take their pick. There is productivity in hybrid working.

For the last 20-plus months, since things were turned upside down and inside out because of the pandemic, American businesses have been experimenting with what works best for their particular company. This is a fluid situation. It will take time to strike a balance, determining where the sweet spot is for your company. And while flexibility is the key, management does need to come up with a skeletal plan of how the hybrid model will look at your company. Let that be your starting ground. Clearly spell out the goals. Provide opportunities for all workers to be heard, whether through a collective email site (i.e., the electronic suggestion box) or focus groups.

The time for strategy is now. Being flexible will make your company more appealing, and you will see fewer resignations. Large offices are obviously at a disadvantage because the personal touch is a much tougher thing to do with hundreds, albeit thousands of people on the payroll. But it’s not impossible. Bring in technology that allows more sharing, no matter where your employees are located. Form Zoom teams. Check in once a week. Give shout-outs, make people feel valued. It’s tough to resign from a company that puts your safety and well-being first and gives you the “atta boy” or “atta girl” that keeps you motivated. Take it a step further. Provide once-a-week recognition opportunities and do more than a pat on the back. Reward them with gift cards.

Keep the workplace fun, even if from different locations. Maybe, encourage employee groups to do a live Friday Zoom for 15 to 20 minutes just to share and engage and connect. Call it coffee talk or whatever — no work can be discussed. Perhaps you suggest topics or have leaders bring in ideas. This keeps workers engaged and decreases “FOMO,” or fear of missing out.

The bottom line is we need to keep humanity in the equation. People need to feel they are necessary, are valued and have a purpose. The pivoting hasn’t stopped. Reality is that the virus isn’t going anywhere fast. There may be vaccines and mask mandates but we are likely to be dealing with numbers rising and falling and new variants coming and going. Flexibility in the workplace, like using a hybrid model and working with technology to connect everyone, shows employees that they are being heard and that they matter. If you want worker retention, inspire. It provides the much-needed feeling of community and purpose. The best thing you can do to retain your employees is to just keep trying. A satisfied workforce is a productive workforce.

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