Studies have shown time and time again that engagement and satisfaction at work are strongly associated with a sense of purpose.
People want to believe that they’re making a difference. It doesn’t matter if they’re sweeping the floors or in the C-suite. We all want to show up every day feeling as though our efforts are valued and that we can make an impact.
That means everyone needs to have a WHY at work.
You can have more than one WHY in your life. Your overall WHY may be associated with general happiness or your family or faith or some other personal value. And your work WHY may or may not relate to your overall WHY.
But if you don’t have a WHY, it’s nearly impossible to stay motivated over the long-term. You’re much more vulnerable to ruts, burnout, apathy, frustration, mistakes, or some grisly combination of the above. At a minimum, you’re unlikely to push yourself to think beyond the “box ticking” aspects of your job.
Things to consider:
- Two people with the exact same title might have a very different WHY.
- Every single person in your company needs a WHY. That includes you.
- Sometimes you’re too close to your work to identify your own WHY. It often helps to solicit input from trusted advisors within the company, or even objective third parties.
One of the most important benefits of identifying your WHY? It helps with triage. Every time a task flies at you, you can ask yourself if this contributes to the goal associated with your WHY. If that task doesn’t fit your WHY, it’s a distraction. Decide if it truly needs to be done or can be eliminated/postponed. And if it truly needs to be done, find out if you can delegate or outsource the task.
Speaking of objective third parties, we’re here. And we’re more than happy to help.