Introduction
People are re-evaluating their working lives. In a world where climate change is a major global challenge and geopolitical threats are prompting big questions about the world we live in, it’s no wonder that people are seeking jobs with meaning and purpose.
The most engaged employees are often those who believe that what they do is part of a bigger picture.
This has big implications for companies. The most engaged employees are often those who believe that what they do is part of a bigger picture. That all-important sense of purpose gets people out of bed in the morning and inspires them to bring their best selves to work. When enough people find meaning in their work, the result is an inspired and productive workforce.
I would go for simplicity, rather than complexity.”Vassilis FragkoulisHead of Corporate Total Rewards, Nestlé
Lockdown was a pivotal moment, when a sense of pulling together in extraordinary times gave people a strong shared sense of purpose. Now, many people remember lockdowns as a distant bad dream. As life returns to normal, how can companies preserve one of the very few positives to come out of the pandemic: that all-important sense of purpose?
Environmental, social and governance (ESG) principles could be the thread that ties people back to their organisations. Companies that weave ESG principles into their overarching sense of purpose give their employees a clear framework of their beliefs and values. This can help people connect what they do every day to a greater shared purpose.
Below we share five practical ways to weave ESG principles into your business.
OKRs – or Objectives and Key Results – are a forward looking and very transparent method of encouraging cross-functional collaboration.”Tom WooldridgeDirector
His colleague Tom Wooldridge encourages HR leaders to learn about and use OKRs. “OKRs – or Objectives and Key Results – are a forward looking and very transparent method of encouraging cross-functional collaboration and are particularly helpful when it comes to meeting short-term objectives.”
One technology company adopted OKRs to help it towards its goal of improving online safety, particularly for young and vulnerable people. The teams which were responsible for this goal spanned the business, from the policy team to talent acquisition. Through the OKRs which the company set, the people who worked in this diverse range of teams were able to see how their work fitted together into a bigger jigsaw, ultimately helping them to achieve their top line goal.
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Key takeaways
Footnote
- Deloitte’s Global 2021 Millennial and Gen Z survey. Return to article
