For many workers in Australia, the Sunday night blues hit hard, and the countdown to the weekend begins the moment Monday morning arrives. It’s one of the modern workplace’s deepest disconnects driving down motivation and employee engagement.

Proving the existence of this disconnect is a recent Gallup study that found only 23% of employees in Australia feel truly engaged in their work, 67% are not engaged or “quiet quitting,” while 11% are actively disengaging or “loud quitting.”

It’s easy to think that it’s just about salaries and benefits, but it’s beyond money. A study by Hays found that at least 51% of employees in Australia say they will only consider a position in a company that has a purpose aligned with theirs, while only 6% say purpose is not a factor at all.

And it’s not rocket science to conclude that most of the country’s workforce today crave meaning and purpose at work because it’s part of their lives. However, most leaders are ignoring this aspect of employment.

A shift towards a purpose-driven workplace may be essential today for boosting employee motivation, improving attendance, and creating a workplace where people genuinely look forward to contributing.

“We do things beyond the P&L (profit and loss). It’s how we treat people. It’s how we treat our suppliers. It’s not walking past things that we know are wrong,” Cotton: On CEO Peter Johnson told Forbes, explaining how a purpose-led organisation continues to make a difference for their company.

The question now becomes this: How do you purpose-driven workplace?

Employee engagement: it all starts with the ‘why’

It might seem obvious, but the first step towards a purpose-driven workplace is a marriage of “whys.” There needs to be a common point between the values of the organisation and the workforce.

Forming a committee to zero in on the organisation’s why would be a good start. It should be followed by a survey to gather intelligence on the personal values of the employees. The committee then identifies common areas that can be the basis for a mission statement.

Bonus tip: Avoid generic corporate jargon. Craft a statement that inspires, has an element of vision, and is easily understood by employees at every level. Remember, it must answer the “why” of work.

READ MORE | Reviving employee engagement in Australia

Linking job descriptions to shared goals

One reason why most employees feel uninspired at work is because they view their job as menial and meaningless. But if they feel that their work has value on a larger scale, it will change everything and give purpose to their tasks no matter how big or small.

HR leaders play a pivotal role in resolving this issue, helping both managers and their teams see their contributions as something larger than themselves. Here's how:

1. Reframe the conversation

Encourage managers to discuss not just what needs to be done, but why it matters to the team's objectives and ultimately the company's mission. A simple, "This project is crucial because..." can make a big difference.

2. Team-based goals

Shift some focus from individual KPIs to shared goals for the team or department. Rewards linked to collective success foster collaboration and the understanding that everyone is working towards the same overarching purpose.

3. Celebrate the milestones

Don't just focus on results. Recognize smaller wins that move the team closer towards their goals, highlighting how these achievements contribute to the bigger picture.

4. Storytelling Opportunities

Share stories of how the team's work positively impacted a customer, community member, or even another department – make the purpose tangible.

5. Build Genuine Relationships

Encourage opportunities for team members to get to know each other beyond their titles. Team-building activities, lunches, or even cross-departmental collaborations can foster stronger bonds.

A sense of community makes coming to work more enjoyable and reminds employees that they're part of something greater than themselves.

READ MORE | Can gamifying employee engagement improve retention?

Nurture individual alignment

A powerful sense of purpose within a workplace emerges when employees feel their values and aspirations align with those of the company.

Provide workshops or self-assessment tools to help employees identify their core personal values. Then, facilitate discussions on how these values can be expressed through their work at the company.

Where possible, offer employees the chance to use their strengths and passions in ways that connect to the company mission. This could be volunteering on a company-supported initiative, joining a task force, or mentoring new hires.

Reframe performance reviews to include discussions about how the employee's developmental goals can both serve the company's needs and support their sense of purpose. Are there skills they want to develop or projects they'd like to lead that tie into their passion?

Moreover, grab every opportunity to show your trust to your people. When employees feel trusted to make choices about how they approach their work, it nurtures agency and a sense of ownership. Provide opportunities for self-directed projects or encourage them to suggest ways to improve processes in their role.

It's important to note, however, that not everyone will discover a deep, soul-level alignment with their work. Yet, even the simple act of HR leaders acknowledging the importance of individual purpose creates a workplace where employees feel valued as whole people.