According to a recent Gallup poll, over 70% of American workers are “Not Engaged” or “Actively Disengaged” in their workplace.
The truth is that individuals in the workplace are increasingly unfulfilled, uninspired, and lack a sense of purpose in their jobs. This disengagement costs US companies an average of $450 billion dollars a year, as people are becoming better and better at the game called, “How little can I do today and not get fired?”.
As organization’s fight that game, it’s no wonder they struggle with persistent problems like:
So what causes individuals to become increasingly uninspired and unproductive?
Nearly every problematic symptom can be traced to a disconnect between the following:
Why do people work in the first place?
While compensation is often thought to be the primary reason people work, research consistently shows otherwise. In essence, what we really want from our vocation is work that is fulfilling, work relationships that are satisfying, and a work experience that reinforces our personal values. When individual desires and values are not aligned with the corporate vision and values, their enthusiasm and energy for their work wanes.
In other words, in order to learn to address challenging culture issues, we must understand why people work in the first place.
Stresses of Change
As organizations grow and change, their cultures get more difficult and yet more critical to maintain. A few common scenarios that cause stress on an organization’s culture include:
About Noble Why LLC
Noble Why LLC believes an organization’s culture has a profound impact on every aspect of its performance. Our mission is to help organizations foster passionate, purposeful, and productive cultures – what we call Cultures of Excellence – where there is both an individual and collective pride in the work being accomplished.
Outcomes of a Culture of Excellence
We help organization leaders to:
Our Model: Alignment Releases Potential
We firmly believe the energy and inspiration from an individual’s intrinsic motivations far outweigh any external motivations, such as a paycheck, an organization can provide. We’re wired as humans to care more about whether we made a positive impact on the world, our purpose and meaning, and our legacy than we are about how much money we make.
We also believe that when individuals rally around a compelling corporate vision, many of the pervasive and consistent challenges organizations face can be alleviated.
Only when the personal “why” and the corporate “why” align can we achieve the fulfillment and purpose we seek individually and build the sustainable organizations we seek collectively.