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Why Leaders With a Higher Purpose Have More Engaged Employees

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People want to bring all their talents to what they’re doing – an expression of our true selves. Employees who are both able to
we’re happiest when we’re doing what we’re good at it. In order to demonstrate their values at work and are rewarded for doing so have
know what those skills, talents, even personality traits are, managers a greater sense of purpose.
must get to know their individual employees. Trevor Wilson is a human equity strategist and the CEO of TWI Inc. He
2. DISCRIMINATE is the author of The Human Equity Advantage. TWI’s clients include
Don’t treat all employees equally. All employees are not equal, and Coca-Cola, Ernst & Young, BNP Paribas and Home Depot. For more
treatng them as if they were leaves engaged, enthusiastc employees informaton on TWI, go to www.twiinc.com/ ESM
feeling shortchanged and disengaged employees feeling enttled.

People want to bring
all their talents to what

they're doing—we're

happiest when we're
doing what we're

good at. In order to

know what those skills,

talents, and personality
traits are, managers

must get to know their

individual employees.

Acknowledge and reward employees who are
going the extra mile and point out the ways they’re
contributng that may not be quantfable or part of
their ‘job descripton.’ The successful salesperson
who routnely coaches less successful colleagues is
displaying a strength that won’t show up on his sales
sheet but is, nonetheless, a valuable contributon to
the company.
3. MOTIVATE
Recognize and reward employees’ demonstraton
of strong values. Values are part of the human
equity that all of us bring to work in varying
degrees. Honesty, integrity, compassion, work ethic
– our best employees usually have these and other
strong, positve values.
Business leaders may unconsciously recognize
them, for instance, by giving a very honest
employee their trust, but they should make a
point of acknowledging them publicly as well.
Our values are the foundaton of our purpose and

engagement strategies Vol.17 Issue 4 29