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M anagement
Trevor Wilson, CEO, TWI, Inc.
Why Leaders With a
Higher Purpose Have
More Engaged Employees
Business leaders who are striving to create something that
will leave the world a beter place aren’t only more engaged
themselves, they’re more likely to do the things that help
their employees engage
ow many employees roll their eyes during not being able to pay your bills, of losing your job,
meetings to discuss new initiatives? How of failing? Or are you driven by the knowledge that
Hoften do they scramble to complete a task not you, like every one of us, have the capacity to do
because they love it, but because they’re afraid of amazing things? Business leaders who are striving
the consequences if they don’t? How many mutter to create something that will leave the world a
“not in my job description” when asked to assume a better place aren’t only more engaged themselves,
new responsibility? they’re more likely to do the things that help their
employees engage.
These are examples of people whose work is
providing them with nothing more than a paycheck. Our search for happiness is our search for our
And even though that’s ostensibly why we go to work, purpose, and we achieve both by bringing all of our
it’s not what gets us excited and enthusiastc about skills and talents – our human equity – to the job.
what we do. Here are three tps for fostering a culture in which
THE ESSENTIAL QUALITY employees are actvely engaged:
The soluton starts with business leaders and 1. EVALUATE
managers. If their work isn’t fulflling any higher Use performance evaluations to learn more about
purpose for them than making money, they’re lacking your employees’ strengths, interests and goals.
one of the essental qualites necessary for helping Each employee has strengths and talents that often
their employees become engaged – and for keeping go unrecognized – and untapped – in the workplace.
engaged employees enthusiastc. Helping them to identify these and use them at
work contributes to their feeling that their work has
You need to step back and assess your own
situation. Are you driven more by your fears – of purpose and results in more engaged, productive
employees.
continued on page 29
14 engagement strategies Vol.17 Issue 4
14 engagement strategies Vol.17 Issue 4
Trevor Wilson, CEO, TWI, Inc.
Why Leaders With a
Higher Purpose Have
More Engaged Employees
Business leaders who are striving to create something that
will leave the world a beter place aren’t only more engaged
themselves, they’re more likely to do the things that help
their employees engage
ow many employees roll their eyes during not being able to pay your bills, of losing your job,
meetings to discuss new initiatives? How of failing? Or are you driven by the knowledge that
Hoften do they scramble to complete a task not you, like every one of us, have the capacity to do
because they love it, but because they’re afraid of amazing things? Business leaders who are striving
the consequences if they don’t? How many mutter to create something that will leave the world a
“not in my job description” when asked to assume a better place aren’t only more engaged themselves,
new responsibility? they’re more likely to do the things that help their
employees engage.
These are examples of people whose work is
providing them with nothing more than a paycheck. Our search for happiness is our search for our
And even though that’s ostensibly why we go to work, purpose, and we achieve both by bringing all of our
it’s not what gets us excited and enthusiastc about skills and talents – our human equity – to the job.
what we do. Here are three tps for fostering a culture in which
THE ESSENTIAL QUALITY employees are actvely engaged:
The soluton starts with business leaders and 1. EVALUATE
managers. If their work isn’t fulflling any higher Use performance evaluations to learn more about
purpose for them than making money, they’re lacking your employees’ strengths, interests and goals.
one of the essental qualites necessary for helping Each employee has strengths and talents that often
their employees become engaged – and for keeping go unrecognized – and untapped – in the workplace.
engaged employees enthusiastc. Helping them to identify these and use them at
work contributes to their feeling that their work has
You need to step back and assess your own
situation. Are you driven more by your fears – of purpose and results in more engaged, productive
employees.
continued on page 29
14 engagement strategies Vol.17 Issue 4
14 engagement strategies Vol.17 Issue 4
