Why would a company care about your personal purpose? 
Why would you care about the company’s purpose?

What if I told you that alignment between these two is key to you and the business achieving ultimate success? 

Your Purpose.

Purpose is your reason why.
It is your motivating force and energy.
It is what drives you to keep doing what you’re doing.
It gives meaning to your passion and effort.
Your purpose doesn’t turn on or off when you go home or when you come to work.
It runs deeper than that.
It evolves, expands, and endures.

Shared Purpose.

Each person has a purpose but so do businesses.
So how do we reconcile the two?
Which is more important?
If a company wants to drive profits, why would it prioritize people’s individual purpose?

Both are equally important because together they create shared purpose.

Shared Purpose is the alignment of the needs, goals, and desires of our people with the needs, goals, and direction of the company.  

Purpose at Work.

When companies seek to create connections between employees’ purpose and what the company is seeking to accomplish it creates a sense of belonging.

Giving people opportunities for purpose-driven work creates a feeling of fulfillment that follows you from work to your home, community, and relationships.

It also allows you to be the best version of yourself, not just the best employee.

And the best version of each of us looks different, be it parent, spouse, sibling, volunteer, neighbor, or caretaker.

When this sense of belonging is alive and well, people will…

Show up to work energized.
Seek opportunities to grow.
Make an impact.

Employees will invest in the company’s success because the company is invested in them. 

Shared purpose is where the success of the team and business becomes personal for the employee because they directly see how it brings them closer to what they want to achieve in their life.

Purpose-Driven Policies.

Creating shared purpose, a sense of belonging, and meaning has real implications for businesses. Here are a few examples of Clickstop policies or programs that illustrate its importance.

Recruiting and Hiring

• We want the right person in the right role. Whether we are interviewing candidates or discussing internal promotions/role changes, we are always discussing how we can align someone’s purpose with Clickstop’s purpose.

Volunteer Hours

• What employees are passionate about matters to us. Each year, Clickstop employees are given 12 hours of volunteer time. We recognize that each person has their own purpose and passions, so we don’t dictate where they give back.

Learning and Development

• Traditionally, work is supposed to be separate from your personal life. But at Clickstop, we challenge each other to talk about non-work topics. In interviews, check-in surveys, and one-on-ones, we ask people who they want to become because we want to help them become the best version of themselves, not only the best employee.

We make the intentional decision to support the goals of our employees because we are creating a dynamic workplace that transforms people’s lives.  

Take Action.

If the pandemic has shown us anything, it’s that employees want to work for companies that bring meaning to their lives. They want a dynamic workplace. 

We want to be a partner in who people want to become. 
Because when we transform people’s lives, they in turn transform the business.
It’s the difference between a transactional and transformational relationship!
Transition from asking what people want and start asking who they want to be. 

Pursue a Purpose-Driven Mindset: Try our “Be Goals” worksheet.

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