Research from the American Psychological Association has shown that workers who perceive their jobs as meaningful report higher job satisfaction, are more engaged, have lower rates of absenteeism and even enjoy better health. And you don’t have to look any further than the younger generation of workers to truly see its importance. To Millennials and Gen Z, meaningful work isn’t just ‘nice to have’, it’s necessary.

Let’s break it down by the numbers, according to a 2025 survey by Deloitte:

• Gen Zs (89%) and millennials (92%) say a sense of purpose is important to their job satisfaction and well-being.
• More than half say meaningful work is very important when considering a potential employer.
• Forty-four percent of Gen Zs and 45% of millennials have left a role they felt lacked purpose.

How can organizations increase psychological meaningfulness, particularly among the younger generations who are craving it? It all starts with strong leadership and making it a priority – and making sure team members know it’s a priority! Here are 5 tips to help:

• Communicate the work’s bigger impact. It’s important to make team members aware of the connection between their contribution to a project and the result.
• Recognize team members’ potential. Ask them what they’re interested in, learn what their strengths are and match them with opportunities and mentors.
• Nurture personal connections. Staying connected and having personal relationships are essential for workplace well-being. Team events, check-ins, educational opportunities and volunteer outings are just a few examples leaders can promote.
• Give team members autonomy. Team members need to know they can take initiative and make decisions about their work.
• Make sure leaders ‘walk the walk’. There’s nothing more off-putting than leaders who say one thing and then practice another. Leaders need to act and lead in alignment with the organization’s values.

Meaning is a powerful workplace motivator. Yet, it’s one that many organizations either ignore or attempt half-heartedly. If you feel like psychological meaning is lacking in your office, Leah M Joppy and Associates can help. A fresh approach and perspective, combined with experience tackling all different types of employee disengagement issues is just what you need to jumpstart your team’s motivation!

Call us at 301-351-9523 or email us at leah@lmja.com to learn more.

We spend the majority of our waking hours in the office, but how often do we pause and think about whether our job is fulfilling? Are the projects we’re working on ones that we’re motivated to tackle day after day? Turns out, purposeful work is a major factor in employee satisfaction and overall engagement.

The last few months we’ve looked at two other drivers of employee engagement: psychological safety and psychological availability. This month, we’re diving into psychological meaningfulness, the third big piece of the pie.

So, what exactly is psychological meaningfulness? It’s when team members feel motivated within their positions and believe they’re a part of something larger than themselves. For many people, the purpose of working might be about getting a salary, but we don’t find many saying that salary is what makes their work purposeful.

Meaningful work is one of those things that looks different for each of us. For some, a positive impact can be about grand goals, such as fighting diseases, bringing forth political change or saving the environment. But it can also be more everyday impacts, such as helping customers or making a client happy.

While meaningful work looks different for everyone, there are some common components that come into play. Here’s a look at the three C’s of meaningful work, along with questions leaders can ask themselves to see if they’re focusing on workplace purpose:

• Community: Do team members feel a strong sense of belonging?
• Contribution: Do they understand how their work impacts others?
• Challenge: Am I helping them grow in meaningful ways?

If you give people purposeful work, you set them up for success and they’ll reciprocate by pouring themselves into that work. Look around your office. Are team members engaged in projects or just going through the motions? Are leaders actively communicating the impact of projects and why they matter? If you feel like psychological meaningfulness could use a boost in your organization, Leah M Joppy and Associates is ready to help. We can help your organization identify the root causes of employee disengagement and implement strategies with real impact.

Learn more by calling us at 301-351-9523 or email us at leah@lmja.com.