According to the IRSST [1], “For work to be meaningful, it must be satisfying to the person performing it, align with their interests, draw on their skills, foster the development of their potential and enable them to achieve their goals.”
What makes work meaningful can vary greatly from one person to another. People may have different—but equally valid—reasons for appreciating their work and workplace. The benefits, however, are shared: finding meaning in one’s work improves employees’ mental health and psychological well-being [2].
That impact is far from negligible!
People who find meaning in their work tend to adopt positive behaviours, such as arriving on time, paying attention to workplace safety, striving to go above and beyond and even setting an example for others—all while protecting their mental health [3]. Employers have everything to gain: employees thrive, become more attached to the organization and want to stay. Their sense of well-being can even be contagious!
Factors to consider
Which factors contribute to a positive view of work and are within an organization’s control? Returning to the definition above, they include putting an individual’s skills to use, developing their potential and enabling them to achieve their goals. Allow me a brief aside. For fun, I asked my 2 teenagers, aged 15 and 16, who have just entered the workforce, what would encourage them to stay with a company and make their work more meaningful. After money, of course, they offered a very interesting answer: “The company should give employees work that aligns with their interests and draws on their strengths, so they can feel good about what they do.” As the saying goes, “Out of the mouths of babes!” Whenever possible, why not build on the strengths and skills a person already has?
Several other important factors can also contribute to meaning at work. A healthy work–life balance helps employees thrive both professionally and personally. Organizations should promote flexibility and support policies that help employees manage their personal and family commitments. Professional growth opportunities—such as training, internal advancement and stimulating challenges—are also essential to giving employees a sense of achievement and progress. Finally, a positive and inclusive workplace culture, where diversity is celebrated and differences are respected, can strengthen employees’ sense of belonging and engagement. Organizations that foster these conditions create a healthier, more productive workplace while supporting their employees’ overall well-being and satisfaction.
The role of the human resources professional
As HR professionals, we have a responsibility to help employees find meaning in the work they do for the organization. HR teams have several tools at their disposal to help employees grow and build on their competencies. During the hiring process, psychometric assessments and job-relevant selection tools can help ensure that new hires have the competencies required for the role. Once employees join the organization, a clear understanding of their competencies can also inform succession planning, training programs, workforce planning and overall workforce flexibility [4].
Finally, organizations can help employees feel useful and maintain a sense of meaning by involving them, empowering them, giving them autonomy in their work and collaborating with them to improve effectiveness and teamwork—all within a healthy and respectful workplace.
The importance of leadership and management
Leadership and management are essential to helping employees find meaning in their work. A collaborative and empathetic management approach allows leaders to better understand employees’ needs, motivations and goals. By setting clear objectives and providing ongoing support and encouragement, leaders and managers contribute to their teams’ professional and personal development. It is essential to create a workplace where employees feel appreciated and where their contributions are valued, strengthening their connection to their work.
The impact of corporate social responsibility (CSR)
Another factor that can give work meaning is corporate social responsibility (CSR). When an organization actively supports environmental, social and ethical initiatives, it can strengthen employees’ sense of pride and connection to their employer. By embedding CSR projects in their organizational culture, companies can help employees feel connected to broader goals and make a positive contribution to the community. These efforts may include corporate volunteering, sustainability strategies or partnerships with non-profit organizations. Ultimately, employees who believe their work has a meaningful impact on society tend to remain engaged and enthusiastic over the long term.
To conclude
As an organization that cares for its people, we have an important role to play in helping make work meaningful. We must also remember that motivation begins with the individual. No matter how many good practices are in place, each person remains responsible for their own well-being and for fully developing their potential. Working together gives us the best chance of success!
Learn more!
The IRSST study referenced throughout this article is a wealth of information and resources that I encourage you to explore!
