This week, we conclude our HRFizz blog series on the importance of building a culture of investment in learning and development with a discussion on developing purpose-driven employees.  In our first blog of the series we discussed a monumental shift in organizational thinking. The long-held view that shareholders and profits should be the number one business priority was recently upended with an official announcement from the Business Roundtable. The announcement piggybacked on mounting research supporting the link between organizational investments in stakeholders, not shareholders, and long-term business success.  As well, we discussed why investing in learning and development is necessary to attract and keep top-talent.


Last week we focused on connecting top-talent to sense of purpose and

why leaders need to be skilled in this area. Recent data trends clearly show

that a sense of purpose is important to job seekers. In fact, data often shows

that potential employees value purpose so much that they often rate it at a

higher level of importance than pay. Leaders must learn to lead their teams in

understanding the overall purpose of the organization’s existence.  

They must ensure every employee clearly understands not only the mission and

vision of the organization, but also the strategic goals and how they support

the mission and vision.  If these are the crucial first steps to connect employee to

purpose, the next step seals the deal.



If every leader and every employee can easily and clearly articulate the purpose of the organization’s existence, and how the organizational strategy helps fulfill that purpose, it’s time to go one step further. It is absolutely essential to connect every employee’s daily work to the strategy, mission and vision. This is where individual purpose meets intention.  Great leaders help individuals understand the importance of their work. I recently read an article discussing employee engagement scores in a hospital. In this particular hospital system, the janitorial department had extremely high engagement scores. The main reason for such engagement turned out to be that each employee understood how important their individual work was to the success of the organization. Because of their understanding, they took enormous pride in the quality of the work they produced. In short, they were able to connect to their purpose which in turn, fueled their intent. What’s more, is they were happy doing it!  You can imagine that their work likely entails many tasks most of us would find cringe worthy. On top of that, their pay is on the lower end of the spectrum. Yet, in this organization, these were the happiest and most engaged employees. This is such a perfect example of how great leaders can connect purpose to intent and achieve great outcomes.


We know from current research and data that top talent is looking for organizations committed to an investment in employee learning and development. We also know they value a sense of purpose in their work at the highest level. Organizations must build a culture that prioritizes employee learning and development in order to attract the best employees. Leaders must be skilled in connecting employees to purpose in order to retain the best employees, develop future leaders, and achieve the best organizational outcomes. It’s not easy, but it is possible. If you want advice on how your leaders can gain these vital skills, reach out to us via our contact page, by phone, or through any of our social media platforms which can be found on our website.

Your employees will thank you!  

A Culture of Learning and Development = Purpose-Driven Employees

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denver, Colorado
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