Most of us are aware that having a sense of purpose is beneficial in many areas of our lives, that it leads to better overall health, and almost certainly fewer instances of anxiety and sadness.
McKinsey reports that while 85% of top managers find a sense of purpose at work, only 15% of frontline managers and staff do so. How can smart firms break this inequality and ensure that all workers are there for more than just ‘putting the hours in’?
A company group that is pushing to ensure that their whole team is driven by more than a paycheck, ADIS AUTOMOTIVE GROUP are stepping back to look at three top reasons staff feel less motivated in their positions, and how to buck that trend.
1/ Clarity and purpose
It sounds obvious, however, many frontline employees feel bewildered at times and fall into a cycle of turning up, doing the job, and going home. Especially so on a multi-stage production line. The fact is, it's unlikely that any individual ever sees the full complexity of the product they are helping to manufacture. This lack of purpose can be among the leading reasons that individuals become disassociated. Especially so with millennials and Gen-X groups who often choose an employer for their contribution to society.
Correct, detailed briefing of the project, customer requirements, and end goals are easily relayed if communication in an organization is structured. Group stand-ups each day can help ensure progress is shared, issues are discussed (both up and down the line), and ambitions outlined.
2/ Personal development and growth
While some people are highly driven to achieve growth into management positions or to take seniority in a team, others are more interested in becoming true experts in their specific tasks. By investing in formal training, in-house knowledge sharing, and also shadowing leaders, it’s possible to form a continuous cycle of improvement that not only benefits individuals but also the company as a whole.
3/ Contribution and Recognition
Finally, any employee who feels listened to is, by nature, going to feel better in their job. Too often companies only stop to listen when a team member raises an issue. A far more motivating approach is to have regular 1:1s and proactively encourage feedback and idea sharing for the greater good. There’s little point in having experts on your team who are well-trained and experienced if you simply delegate tasks to them without also asking for input.
By undertaking these few simple steps, employers can ensure that not just management, but the whole team is able to arrive in the workplace with clarity and assurance that they are regarded as an integral part of the company whose contribution is recognized and rewarded. This approach has been proven to motivate, dispel uncertainty, and ultimately retain the best staff while growing a successful business.
Find out more about Adis Automotive Group and the way it differs from the everyday norms by getting in touch with us today!
