Why being clear about organisational purpose impact employee trust
Time and time again we hear from our client organisations that people just aren’t engaging with the bigger picture. Sometimes that’s because it’s unclear or confusing. And sometimes it’s because it doesn’t seem the right approach.
The IoIC’s IC Index 2024 showed that only 56% of employees believe their strategy is the right one for success.
People want to know who they are buying from or working with; to ‘believe’ in a brand, and trust the business and decision makers behind it. Internally, potential and current employees want to feel connected to leadership, to trust in and feel valued by those they work for.
Here are our top three tips for how to communicate – and embed – your organisational purpose.
- Take time to define
Inspiring trust and belief in your purpose means making it relevant and authentic. Take time to consider why it is that you do what you do, as an individual and as an organisation - Good, not perfect
When it comes to putting forward your purpose, no-one is looking for perfection. Don’t fixate on an unrealistically lofty ambition – the north star is better than a gold star. - Stories… and more stories
To really ingrain your purpose into a culture that is lived and breathed daily you need to share stories. Make sure your success stories tie back to your purpose. Communicating the ‘why and how’ effectively not only to employees, but to all stakeholders, will fertilise your purpose so it grows strong.
We have lots more useful tips – you can request our practical how to guides How to guides – Sequel Group.
