Back in the 80s, when I was a pharmaceutical sales rep, everyone told me how lucky I was to have perks like a company car and the chance to travel for meetings. On paper, it sounded great, but I quickly realized that it didn’t make me happy. I rarely saw anything exciting while traveling, other than the inside of conference rooms, and driving—although convenient—was the worst part of the job.
The bigger issue? I wasn’t aligned with my purpose or passion in that role. Today, I see younger workers recognizing this much sooner. They know they don’t have to stay in jobs that don’t bring them fulfillment, and that perks like company cars aren’t enough if they’re not passionate about what they do.
So, if perks aren’t the answer, how do we figure out what will make employees happy? How do we help them discover their purpose at work? It comes down to giving people the space to explore their interests and use curiosity to find what excites them. Trying to force someone into a role that doesn’t align with their passion is like fitting a square peg into a round hole—eventually, it leads to turnover. And turnover is expensive
Five Practical Tips to Discover Employees’ Purpose
Here are five practical ways to help employees discover their purpose and keep them engaged for the long haul:
1. Discover Employee Purpose Through Conversation
Start with simple, open conversations. Ask your employees questions like, “What part of your job do you enjoy the most?” or “When do you feel most energized at work?” These talks should happen regularly, not just during annual reviews. The goal is to make these conversations a normal part of your check-ins so employees feel comfortable sharing their thoughts.
But what if their current job doesn’t include the things that make them happy? If someone is in a role that doesn’t align with their passions—like I was as a pharmaceutical rep—you’ll need to explore ways to adjust their role or responsibilities. Sometimes, this will highlight a bigger issue: the person may be in the wrong job entirely
2. Use Job Rotations To Help Employees Find Their Passion
Sometimes, people don’t know what they’re passionate about until they’ve had the chance to explore. Offering rotational programs or opportunities to shadow different roles within the company gives employees a way to test the waters. This can be eye-opening, helping them uncover new strengths or interests they hadn’t considered before.
Rotational opportunities also show employees that you’re invested in their long-term growth, which can go a long way in building loyalty and keeping them from looking elsewhere.
3. Align Company Values With Employee Purpose To Boost Retention
Many employees find purpose when they feel their work aligns with their personal values. Take time to understand what each employee values, and show them how their role connects to a larger mission within the company. For instance, if someone cares deeply about sustainability, highlight how their efforts contribute to the company’s eco-friendly initiatives.
When employees see a direct connection between what they care about and the work they do, they’re more likely to feel fulfilled and stay committed to the organization.
4. Foster Curiosity In The Workplace To Find Purpose
Curiosity is often the key to discovering purpose. Create a culture where employees feel comfortable asking questions, trying new things, and proposing ideas. This allows them to explore different aspects of their role and company, helping them figure out what they enjoy the most.
Encourage open discussions during team meetings, offer brainstorming sessions, and create a “safe space” for innovation. When curiosity is nurtured, employees are more likely to find work that excites them.
5. Provide Continuous Learning Opportunities To Help Employees Find Purpose
People grow, and so do their interests. Providing opportunities for continuous learning, such as mentorship programs, professional development courses, or support for certifications, helps employees stay engaged. The chance to develop new skills or expand their knowledge keeps their work fresh and helps them find purpose in what they do.
When employees feel they are growing, they’re less likely to look elsewhere for fulfillment. Plus, your company benefits from their new skills and ideas.
What If These Strategies Don’t Work?
Now, let’s say we applied these strategies to my role as a pharmaceutical rep. If my manager had asked me what made me happy, I likely would have told them that I enjoyed being in an office setting rather than driving around to sales meetings. The truth is, the core of my job was sales on the road, and no matter what perks they gave me, it just wasn’t the right fit for me.
In this case, even if my employer had tried job rotations or development opportunities, I might have realized that my passion didn’t align with the job responsibilities. These conversations would have probably helped me recognize the mismatch earlier, and I might have left sooner for a job that better aligned with my interests and strengths. Or, in an ideal scenario, my employer could have moved me into a role more aligned with office work—if such an option had been available.
The Bottom Line
Sometimes, despite the best efforts, employees realize they’re in the wrong role. But more often, giving them the space to explore, reflect, and grow will help them find purpose in their work. If we had more open conversations about passion and purpose in the past, I might have recognized the mismatch in my own job much earlier.
Today’s workers want more than perks—they want a sense of purpose, and when they don’t get it, they’ll look elsewhere. By having regular conversations, offering job rotations, aligning company values with personal values, fostering curiosity, and encouraging continuous learning, you can help your employees find their purpose and stay engaged. This not only reduces turnover but creates a more motivated and productive workforce that’s built to last.