English
Arabic
Chinese (Simplified)
Dutch
French
German
Italian
Portuguese
Russian
Spanish
Xu
The world is undergoing rapid, unpredictable, and unprecedented changes.
Purpose-driven companies now need to go beyond financials and product portfolios. And thinking about how to make the most of what they have NOW.
Review Your Organisational Purpose
Be an organisation that is driven by something greater than profits. Be an organisation that cares about its people, not only the shareholders.
Is Your Purpose/Mission Engaging?
A less engaging mission
A more engaging mission
Chris Gagnon, a McKinsey’s senior partner who advises companies on organisational transformation, said:
"If you want a human being to perform, one of the best things you can do is to be clear with them about what you’re trying to accomplish. And they can fill in how they do their jobs to make that happen in the best way."
How
C
CLARIFICATION
I
IDENTIFICATION
D
DIVERSITY
C
CULTURE
Clarify your purpose
Put yourself in your employees’ shoes, how do you read the purpose of your organisation? Can you point it out correctly straight away? Is the purpose statement clear enough that everyone in the business could somehow relate to themselves?
- Make a clear, specific, quantifiable statement on your purpose. Both verbal and written.
- Check on your employees. Check if they understand, if they have any feedback, and how they feel about it.
- Review the purposes and don’t be afraid to make adjustments.
(Resource: world steam.com)
Identify employees' values
HRs look at candidates’ current capabilities and potential in the hiring process.
For example, in an aged care home, every worker is working on enhancing elders’ life quality and happiness. The chefs cook international meals to meet culturally and linguistically-diverse elders’ needs. The cleaners ensure every worker and every client is working and living in a hygienic environment. The receptionist maintains regular, open communication with the public etc.
Values of your employees can be reflected in small things. Maybe you find their desks are always tidy, people around them are always smiling, or they will always answer, “I’m great! How about you?”. Don’t miss these signs!
There are a lot of businesses that ignore how strong their workforce is. No matter how fast your organisation grows, please don’t forget your people! Ask them to hop in!
Power of Diversity
A diverse workforce allows businesses to understand customers’ needs better and contributes more out-of-box ideas to the company.
It sounds easy, but why do some organisations fail in doing it?
Some organisations do not have a sustainable intention. They are busy setting diversity policies and placing more females on the board for the image of diversity but not for the skills they could bring to the table.
Grow a "My" culture
What is “My” culture? It is when your employees are fully motivated by your mission and unconsciously treat the job as part of their personal achievements. You can notice this from the vocabularies they use, such as “my job”, “my office”, and “my work”. Highly-engaging employees tend to contribute more to their job, even emotionally.
Here is a good example:
When employees are less engaged with organisations, they tend to use “the office/ desk”, “the company”, and “them” instead of “us”, or “our”. It’s part of our unconscious behaviours but it reflects how an individual feels about your organisation. And how much effort they would put into their job voluntarily.
