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Defining and connecting your “why” to your work

According to McKinsey research, 70% of employees said that their sense of purpose is defined by their work. Similar in some respects to Simon Sinek’s “Finding your why.”  Helping employees find and connect their “why” to organizational goals is vital to the success of the organization. It also empowers and motivates employees because it validates self worth. As a communications professional, how are you helping employees develop and define their “why?” Companies will always need to communicate top down information, but as explored in many publications, employees need more than just facts and figures. They need to feel that they are part of a culture – it’s a human need, not a business need.  Do your communications resonate with employees? Are you communicating about issues that are important to them and support your culture or just top-down communication. In our new normal environment internal communications team need to reach out and ask employees if the communications they receive are providing the support that helps them navigate the new normal. The new normal includes a focus on the health and well being of the employee. All of the issues they now have to contend with – isolation, working from home, childcare, increased paranoia, etc. impact their ability to work effectively and have a quality of life. Internal communications teams have a major role to play in keeping employees focused, engaged and motiviated and while this may tax internal communications resources, a company’s most important asset are their employees and the cost of providing additional resources is far less than the cost of hiring new employees. Here are some tips to share on the core issues from the Cleveland Clinic

As an FYI, if you are not familiar with Simon Sinek’s work, I highly recommend his original Ted Talk, which can be found here.

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