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.