There is a question that has been missing from many discussions about the future of work. Whilst there has been tremendous coverage and conversations about the when and where of work - the locations and hours employees will be expected to work from and to - there has been little dialogue and exploration of the why of work.
Yes, the when and where of work are all good and well, but getting the right time and location will ultimately mean nothing if we aren’t engaged in the work that we do. Often, the why of work is overlooked or mistreated as it is an ideology that we are expected to go to work, regardless of enjoyment, purpose, meaning or fulfilment.
We spend so much time at work, it’s important we feel happy and content in what we do and having a sense of meaning and purpose is that heart of this.
A study found that 8/10 people were willing to earn less money to do more meaningful work [1]. Meaning in our work gives us value, fulfilment and purpose. Although, one of the things that is missing is the opportunity for people to connect with the purpose of their work.
One way to find more meaning in the work that we do is to change the way we connect with it or look at it. Professors Amy Wrzesniewski and Jane Dutton found that hospital cleaners brought more meaning into their work by personalising and crafting their jobs [2]. They found that cleaners could create more meaning and fulfilment by shaping and customising their jobs in ways that better reflected their personal values and beliefs. For example, rearranging the rooms for patients to create a more positive environment or learning about the chemicals in their cleaning products to find which least irritated the patients. These small discretionary acts fuelled the cleaner’s motivations and enabled them to feel a sense of purpose at work. Rather than just cleaning, they were supporting the welfare of the patients.
How can we foster more meaning in our work?
As we move back from the pandemic tapping into our core motivations and our sense of meaning are critical resources organisations need to unlock and unleash.
Here are three practical ideas that leaders can explore and encourage with colleagues to highlight meaning and purpose:
Shine a light on the impact of work - Encourage people to connect with, and directly hear from, the benefactors of their work – through focus groups, testimonials, or simple feedback.
Be clear on the ‘why’ - Start any discussions about new projects and roles by defining and discussing the purpose and value of the work that the individual or team will be doing. Highlight who will benefit and how.
Bring our passions to work - Encourage people to bring their passions to work by introducing employee-led skill share workshops or encouraging people to involve themselves in working groups that matter to them (for example, wellbeing or sustainability groups) [3].
To find out more about helping people craft their work see here or head over to our website.
To explore resources to encourage better conversations about the when and where of work and how to design for hybrid working then you can do so here.
References
https://hbr.org/2018/11/9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work [1].
