When organizations align their mission and vision with their people strategy, there is a spark in the workforce. It creates a symphony where employees are motivated, engaged, and connected for a higher purpose. But how will it help you? Here, we will explore the transformative power of purpose-driven work and how MSMEs can leverage it to retain their top talent.
Understanding the Modern Workforce
Being in the HR sector for almost 10+ years now, I have seen the changes that workplaces go through. But one important thing that businesses miss out on is to understand the modern workforce, and its changing priorities and expectations. Gone are the days when a hefty paycheck was enough to keep employees satisfied. Today, the modern workforce seeks something more profound- a sense of purpose in what they do. They want to be a part of something meaningful through their work.
We can attribute this shift in mindset to factors like the rise of internet and the information accessible to everyone. With millennials and Gen-Z entering the workforce, they desire to make a difference and prioritize work-life balance.
As a result, organizations must adapt to this changing landscape to attract and retain top talent. They need to create an environment where employees feel connected to the organization’s mission and values where their work contributes to a bigger purpose. The idea is to articulate concise and clear sense of purpose and align it with the people strategy that an organization has for its workforce.
Defining Mission and Values
Imagine travelling on a road with no destination while drifting aimlessly, lacking purpose and direction. The energy and effort that you will invest will go in vain. Similarly, for an organization, a mission statement serves as the guiding compass. It provides clarity and paves the way on the things you want to accomplish while having a clear vision.However, a mission statement alone is not enough. The values of an organization form the moral and ethical framework that shapes its culture. It serves as the principles that influence decision-making and interactions within the organization.
ET OnlineRegister for Regional Summits and the Virtual Conclave of ETRIse World MSME Day 2023.
When an organization’s mission and values align with its people strategy, it creates a powerful synergy. It signifies that everyone in the organization is on board with the mission while sharing a common purpose. This ensures that the organization’s goals are not just lofty ideals but become ingrained in the daily work and actions of every individual.
Take the example of Google, whose mission is to “organize the world’s information and make it universally accessible and useful”. They have leveraged their mission and values while successfully achieving their mission. They are true to their word and this is what the MSMEs need to do. With a clear vision on the things that MSMEs want to achieve, it becomes easier to align the strategies with the people and attract the right people that can help serve the purpose.
The benefits of purpose driven work
A purpose driven work ensures that employees feel connected to a larger mission that helps in garnering the motivation. It gives them the eagerness to tackle the day’s challenges and make a meaningful impact. This in return leads to increased productivity and they go the extra mile in doing their work. As a result, work gets completed faster, innovation thrives, and the organization as a whole moves forward.
But it does not stop there. A purpose-driven work has a magical effect on job satisfaction. Think about it- when you work with a purpose in mind, you know exactly what you need to do. And when you are able to achieve the things you want, it gives a sense of accomplishment. This can lead to improved mental well-being and increased happiness in the workplace. Thus, helping you retain the prized employees.
In addition, when your company is driven by a clear mission and a set of values that align employee expectations, it attracts talent. Highly motivated individuals want to become a part of something bigger and meaningful where their skills can make a difference. As an MSME, start with small targets and move on to bigger things. Take a step-by-step approach so that your plates are not full at the same time. With time when you achieve things, you will gravitate towards success and achieve the objectives with a fantastic set of individuals.
Aligning Mission and Values with the People Strategy
You have a great set of values that perfectly align with your mission. But if your employees are not aware of them, it’s like whispering into the wind. Ensure that your mission and values are clearly communicated to everyone in the workplace. Make them an integral part of your onboarding process and reinforce them in team meetings, newsletters, and company-wide announcements. The more your employees understand it, the better they can align their work accordingly.
But it does not stop there. Your people strategy needs to reflect your mission and values. Integrate it with your organizational strategies so that you can align it with the necessary skills and leverage it in the long run. Set goals and evaluate performance on not just the what but also the how. Recognize and reward behaviors that exemplify your values, creating a positive feedback loop that reinforces the desired culture.
Remember, alignment does not happen overnight. It’s an ongoing process of evaluation, adjustment, and continuous improvement. Regularly assess how well your people strategy aligns with your mission and values. Seek feedback from employees, solicit their input, and adjust as needed.
Creating a Purpose-Driven Culture
Creating a purpose-driven culture starts at the leadership level. If you are a leader and you are reading this, then keep one thing in mind- embody your organization’s values. No matter what actions you take and decisions you make, it should reflect on the mission and vision you have. By doing so, you will lead by example and motivate others to do the same. When leaders truly walk the talk, it set the tone for the entire organization.
It is, however, not a one-person show. It is a collective effort that involves everyone in the organization. To do that, you need to encourage open communication and collaboration. Create space where employees can share their ideas, passions, and aspirations. In addition, they should not have that fear to clearly express their thoughts. You need to create a safe work environment that has a positive impact psychologically. When employees feel they can voice their opinions, they become active contributors to the purpose-driven culture you are striving for.
Also, never forget to invest in employee development. Provide them with the tools and opportunities for growth. Offer training, mentorship programs, and allow them to work on projects that contribute to the mission. This will make them feel valued and drive their eagerness to do more for the company.
Overcoming Challenges and Obstacles
Ah, the road to a purpose-driven organization is not always smooth sailing. Especially when we are talking about MSMEs here. The big organizations we see today have overcome the difficulties they encountered along the way. The difficulties they encountered aided their learning and prepared them to achieve what they do now.
One of the common obstacles you might face is resistance to change. Change can be intimidating. People are creatures of habit, and disrupting the status quo can ruffle a few feathers. To overcome this, it is crucial to communicate the “why” behind the shift towards a purpose-driven culture. Explain how it aligns with the organization’s long-term success and the benefits it brings to both employees and the overall mission.
Another challenge you might encounter is a lack of clarity. Your mission and values might be beautifully crafted, but if they are not clearly defined and understood, they can become vague concepts floating in the ether. Take the time to articulate your mission and values that resonates with your team.
Resources can also pose a challenge, especially for MSMEs with limited budgets and manpower. Creating a purpose-driven culture may require investments in training, development programs, and initiatives that promote the mission and values. Get creative! Seek low-cost or no-cost solutions, such as mentorship programs, cross-functional projects, or leveraging internal expertise. Remember, it is not about the size of your budget, but the commitment and dedication to infuse purpose into every aspect of your organization.
Conclusion
Creating a purpose-driven culture is a journey, not an overnight transformation. It takes time, effort, and a commitment to continuous improvement. Stay resilient in the face of setbacks and learn from your experiences, and keep the vision of a purpose-driven organization at the forefront of your endeavors.
The author is CTO and Co-founder of Vantage Circle.
