At present and due to the high rotation rate of personnel in the sector of IT development. Generating meaning in the work of our talents will be one of the best ways to retain them and maintain their motivation.
Back in 2018, the Harvard Business Review explained how nine out of 10 people were willing to earn less money to do more meaningful work.
Today, more than half of workers say their professional ambition is not tied to being part of a company. And a recent survey seems to suggest that “workers value both meaning and transparency at work.”
So, how can employers create meaningful work for their staff? Here are three steps to consider.
Define the job.
The least meaningful job is one that is not clearly defined. Sure, your talent will have read and reviewed their job descriptions with an HR rep or manager when they were brought aboard.
Pinpoint their purpose.
What value is your employee bringing to the company? What does this look like? How are you communicating it to them?
Business leaders must make an employee’s purpose abundantly clear at every stage of their employee life cycle. Job descriptions must include purpose. The onboarding process must reiterate its purpose. The on-site communications must reinforce purpose.
A copywriter writes copy (their job) that helps customers understand everything they need to know about your business, product, or services (their purpose).
A business development specialist communicates with customers (their job) to help them determine that your products or services are the best (their purpose).
A developoer, writes code (their job) to help customers enjoy the most user-friendly experiences (their purpose).
So if the job is what a person does, then their purpose is the reason they do it.
It may sound obvious as a theory, but is it made clear in practice at your workplace?
When employees understand what their purpose is, they’ll be more likely to find meaning in their work.
Show them their impact
Do any of your talents have any clue as to what sort of impact they’re making?
Without an opportunity to step away from the daily grind, these employees won’t be able to see the impact they’re making. As a consequence, they struggle to find meaning in their work.
Invite employees to define their own job roles and responsibilities—and then stay true to them.
Connect these roles and responsibilities to a meaningful outcome among customers and your company.
If your company or software development project is looking for a high retention rate, quality, and support please get in touch with us, and we will support you to take your team to the next level.