Organizations with a purpose-driven culture leverage the human element of knowing one’s audience, learning what they are predisposed to, and developing a vision to stay ahead of the curve.

According to Gallup, two in ten US employees feel connected to their company’s culture, just 27% believe in their organizational values, and only 23% strongly agree that they can apply their organization’s values to their everyday work.

A culture may be in place, but this data shows that employees may not feel as connected as they should. This article expresses the importance of developing a purpose-driven culture and communicating it thoroughly so that daily goals, performance, and proactivity connect employees to the company’s mission and vice versa.

Does your company have a purpose or vision statement? 

Do you feel connected to your company culture? 

Is your company successfully communicating its purpose to you? 

Organizational culture acts like a north star for trust, retention, loyalty, and the ability to adapt to change. A pertinent example is Emerald One’s service methodology and operational foundation, The Elements of Brilliance™. We built our culture through five critical areas, leadership, trust, culture association, time compression, and value maximization. This multi-layered communication approach produces meaningful results for employees to understand and apply our culture to everyone we serve.

To maximize the performance value at your company, find unique ways to communicate your purpose to employees consecutively. Here are four ideas to inspire the best in your people so that they feel comfortable demonstrating their potential.

1. Align the right teams to inspire engagement. Unified employees that work well together can motivate others, resulting in productivity and willingness to go the extra mile.

2.  Reinforce value. When there is a clear focus on values, employees rapidly keep the organization evolving in a changing market.

3.  Build continuous trust. Stand by your word and ask employees to commit to their projects with integrity.

4.  Recognize and reward purpose-driven behavior. Acknowledge employees who exemplify your organizational values through gestures like a celebratory email, office meeting shout-out, or company social media post. Expressions of gratitude go a long way.

No matter how big or small a company is, help people find their purpose through your vision. Think of organization culture like a magnet that pulls employees together with a higher-level picture for success.

 Now that we have your attention, here are three questions to ask yourself as you determine the most appropriate way to communicate your vision to your teams.

1. How is your organization authentic? Describe your company’s original attributes so that employees are inclined to participate.

2. Do you provide psychological safety? A study completed in March of 2023 found that 64% of employees struggle with mental health. What value adds can help teams pursue and achieve comfort at work?

3. Does your purpose inspire a lead-by-example mindset? How can you reinforce positive encouragement to motivate employees to engage?

Employees who feel supported by their company’s culture do not just perform well; they thrive.

A strategic vision is terrific, but if it does not directly correlate to the people it is written for, it could sit on a shelf, unused. Using The Elements of Brilliance™ as an example, how does your company plan to reinforce and communicate its organizational principles into the New Year?