Aligning values and passions in the workplace

Finding greater alignment between people’s passions and values and their work can be a powerful way to support engagement within a company. People who are passionate about what they do can give your business the wings to soar.

Understanding your employees’ passions and values, and finding alignment with those of the business, is the first step to creating a happy and inspired workforce. When people feel connected to their work and the organisation they work for, this may support engagement, adaptability and the way they contribute to colleagues and customers.

Of course, alignment won’t always be possible. Recognising that can still be useful, helping both the individual and the organisation think more clearly about what needs to change.

The key to finding this alignment is to look not just at what you do, but how and why you do it. This ‘thought’ process encourages an intellectual and emotional commitment and fuels the imagination of individuals to find creative ways of connecting with the work that they do. People who feel connected recognise the importance of their part within the whole system and, as a result, may feel a greater sense of connection with their role and the contribution they make.

The attitudes and behaviours we bring to work can influence the people around us. We can probably all think of a colleague whose encouragement, helpfulness or enthusiasm has a positive effect on the people they work with. This type of person tends to say ‘and’ a lot:

“Yes …we tried that before, 'and' I think the time is right to look at it again.”

Slowly, this positive way of being can become self-perpetuating. But be aware, this state requires continual attention and nurturing. If circumstances change or dissatisfaction isn’t addressed, the dynamics within a team can also change. Concerns and frustrations can influence how people communicate and work together, so it’s important not simply to dismiss them as ‘negativity’.

Compare the ‘and’ approach with a different response:

“Yes ...we tried that before, but it didn’t work.”

The difference is not necessarily between positive and negative people, but between different ways of responding to an idea. Could ‘but’ become ‘and’'? For example: “Yes, we tried that before, and perhaps we could look at what we might do differently this time.”

Two approaches can help create an environment where people feel able to contribute:

Be proactive by employing the right people and creating an environment where strengths and constructive ideas can develop. One approach is Appreciative Inquiry, which focuses on identifying what is already working well and using those strengths as a basis for development and change.

If dissatisfaction or resistance does appear, don’t simply try to suppress it. Look for the root cause. Is there a workload issue, poor communication, a values conflict or something else that needs addressing? Understanding the problem gives you a much better chance of finding an appropriate response.

Sticking-plaster remedies do not last long!