Work That Works

Modern workplaces are in the middle of a bit of an identity crisis. The job market has seen better days, and employers are asking questions like:

• Should we work remotely or make everyone come back to the office?

• Will productivity suffer if we change our policies?

• What will keep our workforce engaged?

These questions may feel consequential, but they miss the other side of the coin - employees. Our post-Covid world feels a bit more stable than it did a few years ago, but as more Baby Boomers reach retirement and more Gen Z employees enter the workforce, what matters most to the employees is becoming more and more important. So how do we make them happy?

According to the Meaningful Work Theory (Pratt & Ashforth) motivation and engagement are not driven by external rewards, but by the sense that work is meaningful and connected to a larger purpose.

Employees who perceive their work as meaningful are:

• 4x more likely to stay with a company

• 3x more likely to recommend their workplace

• 5x more productive

Employees want to feel purpose, they want shared goals, and they want opportunities for growth. They want to feel like they’re contributing to a larger mission, working along with everyone else toward a common goal.

They also want connection - a recent study found that over a third of employees say that the people they work with - their coworkers, team, and managers - are the biggest contributor to their happiness in the workplace. 

So what does this mean for employers?

While every workplace is different, our Moore Media Group leadership team has found a few ways to help employees stay engaged and make sure we’re working in lockstep to create great outcomes for our clients.

This looks like:

• Support

  • Scheduling one on one time with them to check in

  • Praising their work or accomplishments in a team meeting

  • Offering educational opportunities that will benefit them both now and in the future

  • Making sure they feel a sense of recognition and belonging

  • Respecting their time outside of work

• Flexibility

  • Unlimited PTO policies

  • Hybrid work schedules

  • Flexible parental leave and childcare policies

• Connection

  • Office/team group chats

  • Happy Hours or other team activities

  • Transparency with priorities and needs

Every company has its own policies and procedures that you’ll have to navigate, but investing in and prioritizing your team is an option for everyone. Find what works best for your team and so you can all accomplish great work together!