What If You Loved Your Job? …

What if you loved your job? How many of you and/or your employees feel that way? It’s a humbling question and for good reason. It’s one of the top concerns for companies today, especially as so many navigate the current social and economic crisis.

According to research by the Great Places to Work® Institute, only 40% of the 30 billion workers in the world are happy at work. In the U.S., only about 30% of workers describe themselves as enthused and committed to their jobs. Worse yet, about 13% are actively disengaged due to “miserable work experiences.” The rest may be generally satisfied with their job but feel detached from their employer.

Does it matter? You bet. 

Companies with the highest level of employee engagement substantially outperform on multiple metrics including customer and employee retention, productivity and profitability (up to 21% higher). Businesses with the highest employee “happiness” levels grow their revenues 3X faster. And, organizations with higher performing cultures create 3X shareholder returns.

Research across six different industries found those thriving at work demonstrated 16% better performance, were 32% more committed to the organization and 46% more satisfied with their jobs. They were also 85% less burnt-out, missed much less work and reported significantly fewer doctor visits resulting in substantial company time and healthcare savings.

Actively disengaged and detached employees are open to the “next highest bidder” and cost companies between $450-$550 billion a year[1]. The hidden costs stemming from lack of engagement may be even more severe, including lost opportunity to create exceptional customer experiences and lifetime customer loyalty and value. And what about the game-changing innovations that never come to pass because employees are not truly vested in problem solving or in experimenting to keep ahead of the competition?

If the devastating effects of disengagement aren’t immediately apparent, just wait. They may not show up in today’s results, but it’s astonishing how many new disrupters enter the marketplace and upend entire industries and companies thought to be invincible.

An engaged workforce has never been more important to sustained success. More than ever it’s vital an organization’s core values be consistently reflected in daily behavior. It’s increasingly challenging for a variety of reasons, including next-gen workers being prone to push the contours of employment to shape their ideal life; peer-to-peer sharing and other virtual platforms creating a whole new level of transparency empowering both current and prospective employees; and employers continuing to be faced with artfully and ethically integrating people with ‘human-like’ AI-fueled machines.

“What’s it like to work there?”

So, what should companies do? The answer requires raising and answering some questions: What do people want from their job and employer? What would lead a person to think of their employment as an integral component of a fulfilling life? What would make an employee care deeply about the current and future success of the business? What does it really take to become ‘sticky’ with a fiercely loyal, inspired and maximally engaged workforce?

To get candid answers, you’ve got to get employees talking. You need to know their stories to uncover what they really want. There’s a simple but telling prompt: “What’s it like to work here?” Invariably this leads to conversations revealing personal anecdotes about how one’s job has affected her or his life. 

You’ll hear three things sparking a strong emotional bond between the employer and employee:

OPPORTUNITY -- Some of the most compelling stories feature almost life-and-death scenarios. The drug addict who becomes a model employee and mentor; a single mom who escapes domestic violence and finds the respect and care that eluded her in society along with financial stability, personal growth and hope for a better tomorrow, and so on. Everybody has a story and while they’re all uniquely special, they share a common denominator. No matter where a person is from, or whatever their past, every human being wants the opportunity to live happily today with the hope and chance for an even better tomorrow.

COMMUNITY – Human beings have a fundamental need for human connection -- a sense of belonging. Science tells us the quality of our relationships is a major determinant of overall wellbeing. When people have a sense of belonging at work, they’re more engaged, productive and 3.5X more likely to contribute to their fullest potential. The effects are long-lasting. An 80-year longitudinal Harvard study indicated the network of one’s relationships correlates with longevity and happiness.

Companies too often spend too little time focused on this dynamic. The proof is in the numbers: 65% of over 20,000 people across industries and organizations, don’t feel any sense of community at work. More than 40% feel physically or emotionally isolated in the workplace[2]. Imagine how this is magnified as so many are working remotely during this pandemic.

In vibrant communities, people know how they relate to others and can steady someone seeking to regain footing in life or propel a person to achieve what was once unthinkable.

When people build a strong and fruitful personal life, they’re better equipped to give back to their ‘community’ whether that be their family, their colleagues at work, and/or their neighbors in society. By creating a culture where people can thrive, organizations have the potential to help all of us lead happier, healthier, more fulfilling lives.

What could be more important?

PURPOSE – When people experience opportunity and community in their lives, they tend to build an inner strength and passion powering the desire for, and expression of, purpose. From there, they want to share this ‘treasure’ with others. It’s evident when Marriott employees anecdotally refer to customers coming to properties as ‘friends’ and ‘family’ who they’re hosting in ‘our home’ or ‘my hotel.’ It’s also clear in the sense of purpose and pride they express surrounding participating in Marriott’s focus on preventing human trafficking.

People across the world want to know the footsteps they’re leaving behind in life are meaningful. Those who derive meaning and significance from their work are more than three times as likely to stay with their organizations (the highest survey impact of any variable), 1.7X more satisfied and 1.4X more engaged. Those who report their work as “meaningful” have 19% better performance ratings, are 47% more committed to their organization, and have 71% less burnout[3].  

The “happiest professions” and most desirable jobs are not necessarily the most financially lucrative, but rather those built around trust and human connection, along with a focus on human potential and purpose. More than half of millennials say they’d take a pay cut to work for an employer with values compatible with their own, while two-thirds feel their company’s activities should benefit society in some way. 

For more staggering statistics, look no further than purpose-driven companies. They’ve seen 85% revenue growth in the past three years. In the same time period, 42% of companies that didn’t articulate a purpose-driven mission, showed a drop in revenue[4].

So, what if you loved your job?

No matter how you or your employees answer, know that it can shift.  

By focusing on three fundamental human needs – opportunity, community and purpose – inspiration can evolve for you individually and for your organization.

Dr. David Rodriguez is CHRO and Chief Diversity Officer of Marriott International and an Industrial/Organizational Psychologist. He was named 2019 HR Executive of the Year. This article is the first in a series expanding on a framework called “Net Better Off” as highlighted in the recent research report co-authored by Dr. Rodriguez entitled “Care to Do Better: Building Trust to Leave Your People and Your Business Net Better Off.”

[1] Engagement Institute, HR Dive, March 2017 [2,3 & 4] Tony Schwartz and Christine Porath, NY Times, May 2014