We spend enough time at work, so why not give employees some meaning behind their everyday tasks?
Creating meaningful work for employees is finally getting its due as an HR focus, based on the number of business articles devoted to this topic. This is wonderful news given the positive impact of meaningful work on organizations. However, like employee engagement, meaningful work is in danger of becoming a passing fad, partly because how it is often described and understood is different from how it’s been validated in research.
To understand meaningful work, and to harness its true value, it is important to appreciate the essential meaning. Researchers have found a number of themes around this. For example, are you:
- Fulfilling your life’s purpose, goals, and values?
- Realizing your potential as a person (i.e., self-actualization, growth)?
- Feeling accomplished (i.e., competence, progress)?
- In control of your life?
- Having positive impacts on people and things (i.e., “mattering,” legacy).
- Involved in deep, fulfilling social relationships?
Why should employers provide meaningful work?
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