Building and maintaining a people-centered, purpose-driven workplace culture is more important than ever in today’s uncertain economy and labor market—and more challenging. According to 2022 research from McKinsey & Company, 82% of employees feel an organization’s purpose is important, and 70% say their work defines their sense of purpose.
Organizations can create and perpetuate a culture that not only attracts and retains talent but also drives long-term success by prioritizing people and purpose. This is especially important in complex industries such as engineering, where organizations have a unique responsibility to create infrastructure that is safe, sustainable, and beneficial for communities.
So, how do organizations accomplish this? Below are key strategies to help.
Start with Purpose
To create a purpose-driven workplace culture, organizations should establish a clear purpose statement and set of values to guide decision-making and expectations. This also serves to inspire employees and help them align with the organization’s strategic goals.
In addition, a clear purpose drives business decisions such as strategies, policies, communications, and investments while helping employees understand how their day-to-day work impacts society.
But communicating an organization’s purpose is only half the battle. According to Porter Novelli’s 2022 Purpose Perception Study, 84% of people want companies to demonstrate how they are following through on their promises to people, the planet, or society. Putting purpose into action requires fostering connection, empowering your leaders, and supporting your people.
Foster Connection
A true people-centered culture embraces all experiences, backgrounds, and identities. Providing team members with a variety of platforms, such as forums, surveys, focus groups, and/or listening sessions, to connect, collaborate, and share feedback is critical to centering their voices and experiences.
Organizations should encourage collaboration and inclusion by creating multiple opportunities for employees, managers, and teams to work together toward shared goals and objectives and celebrate differences beyond day-to-day work, whether it be virtual or in person. Volunteer events, virtual forums, and workplace visits are powerful opportunities to foster connection and reinforce the purpose statement. Employee resource groups (ERGs) are also an effective way to help employees feel they can be authentic and heard at work.
According to 2022 research from McKinsey & Company, only 42% of employees said their organization’s purpose drives impact, proving that companies must walk the walk with their purpose and values. Leadership must inspire their workforces, lead by example, champion connection, and recognize employees who demonstrate these behaviors.
Aligning an organization’s diversity, equity, and inclusion efforts is a critically important way to foster connection in today’s workforce. For example, an organizational value at Ulteig is “Inclusion.” We seek diverse backgrounds, empower all voices, and value all perspectives. We believe we can create an environment where all Ulteig employees can contribute, thrive, and belong. Together, we bring innovative, unique perspectives to engage and serve the needs of our team, clients, communities, and industry.
Empower Your Leaders
Strong leaders empower their teams and, in turn, buttress an entire organization by fostering a sense of trust and psychological safety. Empowering leaders means providing them with the proper direction, resources, data, and knowledge they need to excel, lead effectively, and get results.
Empowered leaders guide, coach, and inspire employees to think bigger and better by leading with a people-centered empathetic mindset tailored to their team. Organizations should encourage leaders to create their own expectations for their employees for how, when, and where they work together because they know their team and goals best.
Each individual brings unique perspectives and talents to the table. Leaders who provide space for creativity and innovation to thrive not only create a culture of connection but also unlock the true potential of their team, leading to increased engagement, productivity, commitment, and overall success. With the right tools and encouragement, leaders can build strong relationships with their teams through active listening and open communication.
Support Your People
Competitive compensation and benefits packages that address employees’ needs are table stakes today, so employers can’t stop there. To meet the demands of today’s workforce and prevent costly turnover, employers must prioritize their employees’ holistic well-being by providing additional offerings that promote physical, mental, financial, and social health. This means equipping them with technology for flexible work arrangements, as well as offering opportunities for breaks, physical activity, and access to mental health resources. This is all in the interest of creating balance between work and personal life to mitigate the risk and effects of burnout.
Trust between managers and team members is foundational to a successful flexible work environment. A lack of trust can directly hinder an employee’s ability to work flexibly. Empowering employees to make choices about when, where, and how to work to best suit individual needs and styles not only facilitates trust but also cultivates innovation and demonstrates mutual respect.
Finally, business continues to evolve as we welcome the next generation into the workforce—and expectations are rising. Employees today are seeking opportunities for internal mobility to develop skills and advance their careers. Investing in employees’ development is essential for organizations that want to remain competitive and improve employee engagement, satisfaction, and retention. Employee development is also a critical component of successful succession outcomes.
By activating and integrating these key strategies, organizations can create and maintain a people-centered, purpose-driven workplace culture that delivers value to everyone involved. This means empowering employees to maintain their well-being, fostering a culture of collaboration and inclusion, providing development opportunities, and embracing flexibility. By doing so, organizations can attract and retain top talent, build loyalty, and create long-term value for employees, customers, and society at large.
Jim Horn is the Chief Human Resources Officer at Ulteig, an engineering and technical services firm with over 1,100 employees spread across the United States and Canada. Over the last 7 years with Ulteig, Horn has enjoyed the privilege of growing and leading a fantastic HR and business services team that has enabled the growth of the company. He lives in Minneapolis.