People desire meaningful work, but if their jobs provide little to no sense of purpose, disengagement can quickly set in. And when this disconnect is widespread in an organization, it can tank morale, impact productivity, and increase turnover. That’s what’s known as the purpose gap: when a company’s vision and values diverge from the actual day-to-day experience of working at that company.
As Millennials and Gen Z skew the workforce younger, they bring a new set of values with them — and meaningful work is a core component. In fact, about 70% of employees say work defines their sense of purpose. Organizations must recognize and meet this value to ensure high performance among individuals and teams.
The great news is that leadership development programs equip leaders to bridge the widening purpose gap by aligning the organization’s mission with employees’ values. Development programs are a powerful way to make a positive, measurable impact, from the C-suite to each individual contributor.
Outcomes for leaders
According to McKinsey, 85% of executives and upper management believe they live their purpose at work — but only 15% of lower-level managers and non-management employees say the same. This speaks to the need for an intentional strategy that connects employees at all levels to a sense of meaning at work. Coaching programs for top-level leaders help them clarify their vision and align it with organizational goals. That enables genuine connections between their team’s daily activities and a larger organizational strategy.
Outcomes for staff members
Research shows that non-management staff are three times less likely than leaders to see a connection between their daily work and the organization’s purpose. Leadership development helps bridge this gap for staff. Well-developed leaders cultivate the tools necessary to guide employees in finding meaning in their day-to-day roles. And staff members who participate in leadership development gain an even stronger sense of purpose, connecting the dots between individual actions, team goals, and organizational vision.
Outcomes for teams
Teams engaged in group development programs and workshops are more able to identify their collective purpose and collaborate to align their daily work with something larger. It creates a unified vision among engaged individuals. And that equals cohesive teams with a heightened sense of initiative, desire to innovate, and commitment to the company’s mission.
Organizational impacts
Purpose-driven people create more positive business outcomes. Incorporating development programs from the top down ensures everyone is aligned with a singular vision and — crucially — sees how their individual roles fit into it. Fulfilled employees provide more value to the company and increase their contributions more significantly over time. Bridging the purpose gap is one key way that leadership development shows measurable ROI.
Mind the gap for organizational success
As more people turn to their work for a sense of meaning, organizations have a chance to capitalize on that desire to uplift success for everyone. Instead of investing in an endless cycle of turnover and recruitment, or restating your mission statement without actionable ways to live it, empower your people with a sense of purpose. Amid a growing purpose gap, leadership development can help you build bridges to ongoing success.
Powerful question: How do you define purpose-driven work for yourself and your colleagues?