Modern employees want to know they’re investing their efforts wisely—that they’re making a positive difference to the organization, their communities and themselves. Keeping them engaged means helping keep their investment worthwhile.
Organizations might consider shifting their emphasis from task management to driving transformative, impactful outcomes to achieve this. This approach not only adds value to the business but also creates a more rewarding and purpose-driven experience for employees.
1. Package Work Around Impact, Not Activities
Employees want to see how their efforts contribute to meaningful change, whether it’s in customer satisfaction, innovation, or societal impact. The challenge for P&C leadership is to “package” roles with clear narratives about how the work drives organizational goals and larger outcomes.
For example, instead of tasking a product team to release five new features, the goal might be framed as improving user retention by 20%. This reframing connects individual actions to impactful results, making the work more engaging and purpose-driven.
2. Align Outcomes with Employee Motivations
To foster a deep commitment to outcomes, we want to connect their work goals to what employees care about. This requires understanding personal drivers, such as creativity, problem-solving, or making a difference.
For instance, if a business objective involves creating a more inclusive customer experience, employees passionate about diversity and inclusion can be empowered to lead initiatives, propose solutions, or measure progress. We can make the employment offering more compelling by tying big-picture goals to personal passions.
3. Encourage Employees to Think Like Stakeholders
Employees naturally gravitate toward outcome-oriented thinking when they view themselves as stakeholders in the company’s success. P&C leadership can cultivate this mindset by sharing key metrics, fostering transparency, and offering profit-sharing or incentive programs tied to measurable results.
For example, an operations team might be tasked with streamlining a supply chain to cut costs by 15%. By showing how achieving this outcome benefits the company—and tying rewards to its success—employees are more likely to approach the challenge with a sense of ownership and innovation.
4. Build Flexibility into Workflows to Achieve Results
Impactful outcomes often require adaptability. By giving employees more autonomy to shape their work processes, organizations can unlock creative solutions and foster innovation.
For example, rather than dictating the exact steps to achieve a sales target, leadership could allow teams to experiment with new approaches, such as digital marketing or partnerships, as long as they remain aligned with core objectives. This approach acknowledges that the path to success can vary and empowers employees to optimize their methods.
5. Reinforce a Culture of Continuous Learning
Achieving transformative outcomes often involves trial and error. By embedding learning opportunities into the work product, organizations can prepare employees to tackle ambitious goals confidently.
For example, if an impactful outcome involves leveraging AI for decision-making, P&C could offer microlearning modules, mentorship, or innovation labs where employees can experiment with AI tools. This proactive investment in skills ensures that employees feel equipped to pursue meaningful outcomes.
Focus on What Matters Most
Organizations that prioritise impactful outcomes over task completion create work offerings that resonate with employees. By packaging roles with impact, flexibility, and opportunities for growth, companies can cultivate a workforce that is not just task-driven but outcome-focused—delivering results that drive innovation and growth.
