People are actively leaving their jobs today because they don’t share the values of the organisation they work for. According to Gallup’s 142-country study on the State of the Global Workplace in 2012, 87% of people globally are either not engaged or disengaged at work.
In other words, about one in eight workers — roughly 180 million employees in the countries studied – are psychologically committed to their jobs and likely to be making positive contributions to their organisations.
In Australia at that time, Gallop tracking showed that 24% of employees in Australia were engaged, meaning they were ‘involved in, enthusiastic about and innovating in their work and workplaces.’
A lot of organisations talk about productivity and performance and profitability, all those things that are bound by numbers and measurements.
There’s a lot of evidence now that over 70% of culture change programs in organisations are deemed to be ineffective by leadership. Companies are spending a lot of money on these programs but they’re not centering them in personal purpose or organisational purpose and until they do that it’s like trying to make the culture of the organisation better without addressing the fundamental reason for existence, which in itself is a deep, deep problem.
Centering organisations and centering people in their human purpose, rather than profit, is the secret to re-orienting organisations and making them sustainable.
We need purpose-driven, conscious women leading from within existing organisations. We need strong women to actually start right where they are and bring purpose, heart and meaning into their current workplaces, rather than flee and start something new, when they really would prefer to stay. Too many good people are leaving the very organisations that could benefit from them staying, if only management knew how to make that happen.
If leaders and decision-makers would actually look at the talents and passions of the people they already have working with them, and ask, “How can we enable them to tap into their purpose here in our workplace, and as a result, create an organisation that people want to be a part of?”
On the flipside, as an employee, you might have a job that not necessarily lights your fire, so you might decide to adopt a project outside of work that you can investigate and have a bit of fun with, which does tap into a passion that you have. You don’t need to quit your job to do that. If it is something that you’re passionate about, do it! Don’t wait for someone else to give you permission.
Change has to come from the top down. It comes from finding the change makers and the entrepreneurial spirits already within organisations – or ‘intrapreneurs’ as they are called now. It comes from conscious people within organisations who are willing to have conversations and begin to drive movements from within.