Creating Meaningful Work Experiences

It’s not the raise that makes them stay. It’s how they’re treated every day. I’ve been studying cultures that retain high-potential employees - especially women - for over a decade. And here’s what I’ve consistently observed: It’s not perks or policies that keep people. It’s how safe they feel to speak. How seen they feel in their work. And how connected they feel to a purpose that matters. Here are 8 practices I’ve seen in workplaces where people actually love showing up: 1. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆 People aren’t happy where they don’t feel safe. Make it okay to speak up, make mistakes, and be human. ✨ FACT: Teams with high psychological safety are 76% more engaged and 50% more productive. (Gallup, 2022) *** 2. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗕𝗶𝗴 𝗪𝗶𝗻𝘀 Recognition isn’t just for outcomes. It’s for effort. It’s for momentum. ✨ FACT: Progress on meaningful work is the #1 motivator for employees. (HBR, “The Progress Principle”) *** 3. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝘆 𝘄𝗶𝘁𝗵 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 Freedom thrives when paired with purpose. Give people space to choose how they work - within clear, values-aligned boundaries. ✨ FACT: Autonomy is one of the top three predictors of job satisfaction. (Deci & Ryan, Self-Determination Theory) *** 4. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗝𝗼𝗯 𝗖𝗿𝗮𝗳𝘁𝗶𝗻𝗴 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗥𝗼𝗹𝗲𝘀 Let people shape their roles around their strengths and curiosity. Purpose isn’t one-size-fits-all. ✨ FACT: Employees who find meaning in their work are 3x more likely to stay. (BetterUp, 2018) *** 5. 𝗗𝗲𝗳𝗮𝘂𝗹𝘁 𝘁𝗼 𝗚𝗲𝗻𝗲𝗿𝗼𝘀𝗶𝘁𝘆 Assume good intent. Offer support freely. Kindness creates psychological surplus - and happier teams. ✨ FACT: High-trust cultures lead to 106% more energy and 76% more engagement. (HBR, “The Neuroscience of Trust”) *** 6. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗵𝗲𝗰𝗸-𝗶𝗻𝘀 Ask: “How are you, really?” Creating space for emotions builds trust, resilience, and deeper connection. ✨ FACT: Companies with emotionally intelligent managers experience employee retention rates up to four times higher than those without. (Engagedly) *** 7. 𝗗𝗲𝘀𝗶𝗴𝗻 𝗳𝗼𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 - 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗚𝗿𝗶𝗻𝗱 Challenge people to stretch - but with care. Sustainable growth is fueled by purpose, not pressure. ✨ FACT: Employees who feel they’re growing are 3.6x more likely to be engaged. (LinkedIn Workplace Learning Report, 2022) *** 8. 𝗠𝗮𝗸𝗲 𝗠𝗲𝗮𝗻𝗶𝗻𝗴 𝗩𝗶𝘀𝗶𝗯𝗹𝗲 Connect the dots between what people do and why it matters. Help them see their impact. ✨ FACT: 9 out of 10 employees would trade money for meaningful work. (HBR, 2018) *** A paycheck may get people in the door. But, culture is what makes them stay. And culture is a conscious choice. Which of these feels most alive - or most needed - where you work? 🔁 Repost to help create workplaces led by compassion. 🔔 Follow Bhavna Toor for more on conscious leadership.

Is only fair compensation enough for an employee to thrive in the company? After spending over a decade in this industry. I have realized that fair pay or bonuses are not the only factor to make your employees feel satisfied at the workplace! It is crucial but it’s just the beginning. The real winner here is employee experience and here is how we can create workplaces that people love: ✅ Build Real Connections: 📍Encourage team bonding: Set up regular team-building activities, both in-person and virtual. 📍Create mentorship programs: Pair junior staff with experienced leaders for guidance and support. 📍Host regular check-ins (not just performance reviews): Go beyond annual reviews. Have informal chats to understand your team's needs and aspirations. ✅ Offer Growth Opportunities: 📍Support career pathing: Help employees visualize and work towards their long-term goals within the company. 📍Celebrate learning, not just results: Acknowledge efforts to acquire new skills, not just successful outcomes. 📍Offer stretch assignments: Give people chances to step out of their comfort zones and grow. ✅ Listen and Act: 📍Run regular surveys: But don't just collect data - act on it! 📍Have an open-door policy: Make leadership accessible and approachable. 📍Actually, implement good suggestions: Show your team their voice matters. Create feedback loops: Keep the conversation going and update on progress. Remember: Happy employees are productive employees. When people feel valued, supported, and engaged, it's not just good for them - it's great for business. Lower turnover, higher productivity, and a positive company culture all contribute to the bottom line. But this isn't a one-time effort. Creating a fantastic employee experience is an ongoing process that requires commitment, creativity, and genuine care for your team. What's one innovative thing your company does to boost employee experience? Or what's something you wish your workplace would implement? Let's share ideas and elevate HR practices across the board!

Work/Life balance is a much more complex formula than just how many hours you work. There were times I was consistently working 65+ hours a week and felt fully content and energized. And there were times I was working less, but felt anxious, overwhelmed, and exhausted. If the work I was doing was meaningful and rewarding, my capacity to work more and still feel balanced was very high. And if it wasn't, I felt burnt out even when I quite literally had more hours available for "life" than I did for "work". It's not always easily found, but search out work that is meaningful to you and you'll likely feel a healthier balance. What "meaningful work" has meant for me personally: 1) Connection with people. Both physically (I prefer at least 60% in-office work) and emotionally (working with and for people who are empathetic, level-headed, and intelligent). 2) Having a true mission. In my career I worked with some amazing people but I never worked with a product that had meaningfully improved the world. Now throwing myself back full-time into Pay Forward Coaching and seeing the impact our team has, I'm more energized than ever. 3) Growth (both in my knowledge and in my career). I was most engaged in my career when I had a clear understanding of how I could advance to the next level (which was directly related to working for great leaders), and my daily work was challenging and gave me the opportunity to learn new things. If at all possible, work shouldn't be just putting in hours and collecting a paycheck. If you don't have that but want that, we might be able to help at Pay Forward Coaching.

Over the course of my 20+ years in executive search, I’ve spoken with hundreds of leaders about what drives their career decisions. And increasingly, it’s not just about compensation or title — it’s about meaning. This article in MIT Sloan Management Review dives deep into the topic. The authors identify three qualities that make people happy and motivated at work: ✅ Community – feeling connected to colleagues in a way that fosters belonging. ✅ Contribution – having the satisfaction of doing work that matters. ✅ Growth Opportunities – facing challenges that will enhance one’s skill set. I see time and again how these “green flags” influence career moves at the highest levels. Candidates don’t just want a new position — they want a place where they can make a difference, feel aligned with the mission, and experience a shared sense of purpose. I’m convinced that organizations that cultivate this kind of ecosystem will attract the most talented and ambitious people. #Leadership #MeaningfulWork #ExecutiveSearch https://lnkd.in/gartZfXM

I see a lot of questions from leaders asking how to make a meeting, an offsite, or a training more valuable, meaningful and/or engaging. My answer is always the same: go ask the team. I could provide ideas, but I'm not who the session is for. I'm not the people in the room. Instead of looking for expertise, take a coaching approach. Instead of creating something for the team, create something with them. Here's some questions to get you started (which work with individuals or groups): -- What would make this training valuable for you? -- What's something we can do in this meeting to make it easy for you to engage? -- What does a meaningful team off-site look like to you? By involving the team in the process, they'll feel ownership and belonging. They'll want to be a part of creating an impactful experience. And, the act of co-creating with them will in and of itself create an event that's more meaningful, valuable, and engaging for everyone. #ignitedbyjordana #gototheteam #leadership #coaching #meetings

How to Shift from Task-Driven to Purpose-Driven: Rethink Your Role! As a Learning Experience Designer, it’s easy to focus on the immediate deliverables—designing modules, creating content, or analyzing engagement stats. But meaningful design goes beyond tasks. Our real work lies in shaping experiences that truly impact learners and, ultimately, the organization. So how do we go beyond “doing the job” to making a difference? Here’s a story that might inspire you and a framework to make purpose-driven design part of your approach. In my first few months of career, I found myself deeply immersed in the mechanics—working on slide decks, writing quizzes, and setting up courses. It was rewarding, but something was missing. I realized that, beyond the design, I wanted to create experiences that learners would remember and apply. I started thinking about each task in a new way, asking myself: 🚷 Who am I designing this for? – Visualize the learners’ specific needs and challenges. 📵 What change am I hoping to create? – Focus on practical outcomes, like helping a new hire feel confident or empowering managers with better feedback skills. ☢ How can I make it stick? – Seek creative ways to make the learning experience engaging and memorable. When I followed these steps, I noticed a shift. I wasn’t just designing courses—I was creating impactful experiences. With this framework, we can turn any learning module into a purposeful experience that resonates with our audience. Who else is on this journey of designing for impact? Let’s share insights on creating purpose-driven learning experiences! #LearningExperienceDesign #PurposeDriven #EarlyCareer #learningwithhiral #microlearning #learningdesign

Earlier today I led a roundtable conversation about meaning at work. Here's one of the best, simple, nuggets of wisdom I uncovered while researching for this session. Setting a meaningful intention before a task can help you shift from task-based work to relationship-focused work. In other words, thinking about the intention behind what you're doing -- how you'll do it and who you'll do it for -- will shift you from transactional to relational. For example, let's take the weekly report. This has been my LEAST favorite task in literally every job I've ever had (before I became my own boss). Setting an intention before writing that weekly report will shift you from transactional to relational. Your intention might be to deliver the report with helpful analysis or with a focus on advocating for someone. Let's make it even simpler and more actionable. Set an intention for your next MEETING. Your intention might be to: - Demonstrate empathy - Ask more curious questions - Share a part of yourself with others - Listen to understand versus persuade The possibilities for intentions are endless. The key is that the intention resonates with you. Why is this a nugget of wisdom? Because positive relational experiences bring deeper meaning. This is also probably why Adam Grant's research on "givers, takers and matchers" suggests that givers experience higher meaning. Because givers focus on proactively helping others. Ideas/Takeaways: 1. Set an intention before your next meeting and before your next "meaningless" task 2. Show up as a "giver" with your clients and colleagues today