Sense of purpose: the strategy to motivate new professionals

Sense of purpose: the strategy to motivate new professionals

Table of Contents

The sense of purpose can be considered a concept of identity for companies. This means the awareness of the legacy that she intends to leave and, especially, the path that she will take to achieve this. As a result, organizations can get closer to their professionals, engage them in actions and, thus, obtain an identity recognizable to all through their outstanding performance in the market.

O sense of purpose it does not only affect the individual, who daydreams about taking larger flights. This is the goal of every organization as well.

And, as with you and anyone you know, this goal must be worked on continuously. The difference is that the company must have this clarity immediately.

After all, it is the sense of purpose that goes guide the hiring of professionals with the same profile, establish the planning of goals and the consolidation of strategies to approach the target audience.

Among a multitude of other decisions, big or small, but that start with the awareness of who the company is, and where it intends to go.

Therefore, we will talk a lot about the subject throughout this post. Check it out, and learn all about this strategy used worldwide to motivate new professionals!

What is the sense of purpose?

In the last few decades, people management has shown that it was possible to maintain – and increase – profitability without wearing down the physical and emotional aspects of employees.

Not to mention that the investment in this type of action proved to be of high return: you are not “spending” on people's quality of life and corporate health style=”font-weight: 400;”>. You are investing in them, exactly.

And the sense of purpose is just a step forward on that same road. Without it, the institutional pillars are transformed into ornate words, but without purpose.

Want an example of this? A company calls itself young, contemporary and aligned with market trends, but, in practice, it has not even digitized its processes yet.

It may sound silly, but when it becomes one of the benchmarks for millennials and the Z generation deciding on the place of work they prefer, archaic organizations are out in the running.

Finally, there is that old impression of talking is easy: everyone can say that they have a sense of purpose, but there comes a time when attitudes will speak for themselves, and then the words said mean little.

Which large companies use this concept?

Knowing the legacy you intend to leave is one of the main characteristics of the sense of purpose. THE Apple, for example, was born from the idealization of Steve Jobs, who was tireless in his battle to revolutionize our relationship with technology – and, to this day, the company dictates much of the industry's trends.

Mark Zuckerberg, in turn, gave a sense of purpose to his corporate days from the uncompromising desire to undertake. And this has gained global appeal on his social networks, but he himself argues that the sense of purpose is not individual planning.

That is to say, it is not enough for people to wish: companies have to go in the same direction and seek, every day, a new way to be successful and leave their mark. The brand she wants.

Why create a sense of purpose?

We hope that, until now, you have understood that the sense of purpose is the construction of something that will be fixed, perpetually, in all generations of employees. And your consumers too.

As a direct consequence of this, the organization can benefit in several ways. Below, we highlight some of the main ones!

Sense of belonging

O sense of belonging it is a sensation that is built and sustained through actions to value employees. And, it also adds autonomy and flexibility to the performance of its activities.

Thus, they do not simply feel like cogs in a larger machine: they are all elements intrinsic to the growth of the organization. Everyone benefits from the positive results of the organization and, as a result, everyone fights for it as if they were the owners of the company.

It is easy to imagine how decisive a sense of purpose can be, then, to bring all employees together for the same goals and objectives, and within the same deadlines, isn't it?


Having more engagement and motivation basically translates into more productivity. In this way, the sense of purpose shows professionals that they have a lot to benefit from this type of internal posture.

Not to mention that, for the new generations, this type of posture tends to attract new talent and contribute to the retention of its professionals. Reduction in turnover (and also in absenteeism), therefore, and less costs associated with it.

Not for nothing, we emphasize that the actions focused on building a sense of purpose are investments – and that they can be easily assimilated in the budget due to the reduction in costs with dismissals, new hires and integrations, among other expenses associated with high turnover rates.

New leaders

Through the sense of purpose it is possible to develop its professionals and, with this, establish a new level of excellence in the staff. In other words: current leaders and others in constant stoning.

For your company, this proves to be fundamentally beneficial, since it qualifies your staff more and more – and all this without investing high numbers in skilled professionals in the labor market.

How to start the project of sense of purpose?

To conclude the article, we have gathered some good practices that can be considered internally, so that HR and management of each sector to implement the sense of purpose. Check out what they are!

Who is the company?

Ask a few questions before seeking an impact on your employees and your brand's target audience, such as:

  • what is the legacy that your company will leave;
  • what are the differentials (of products and / or services) of the company;
  • what type of impact is generated on people (customers and employees);
  • how the company's sectors and activities contribute (positively or negatively) to these objectives.

With these questions in place, you will understand how the next step becomes much easier to elaborate.

Establish your institutional pillars

Create your mission, values ​​and vision for the entire organization. Remember if: more than good adjectives, the company's institutional pillars must be present in all actions of each employee.

Even when hiring new professionals, for example, these values ​​are decisive. If the person does not fit this profile, he will not adapt to the routine and the processes. Which helps to minimize all kinds of problems as a result.

Value equality

The sense of purpose is not carried away by appearances. Diversities are celebrated, welcomed and accommodated equally. As a result, only one value is monitored: that which has to do with the organization's mission and objectives.

Celebrate achievements

If you plan to create a sense of belonging among employees, start by encouraging intra-entrepreneurship, which is precisely the approximation of more autonomy in the work of professionals.

To do this, encourage new ideas, listen to problems brought up and constantly seek innovation in processes and in the individual and collective growth of employees. Over time, you will get their return on increasing gratification, engagement and motivation.

Did you see how it is possible to build a sense of purpose for the company, and that it has the ability to influence its entire workforce? Now, to stay on top of other tips that can help consolidate these brand differentials for your company once and for all, take the opportunity to like our page on Facebook and follow us on Instagram, Twitter and LinkedIn. This way, you will stay on top of all our news in the very first hand!



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