Now that we’ve looked at the Questions on Relatedness, Autonomy, and Mastery, let’s consider questions that focus on the fourth facet of the RAMPP model — Purpose.
Purpose is achieved when an employee feels that they are contributing as only they can in their unique way. In Are your leaders building come-as-you-are teams?, I go into the benefits of including and appreciating each individual employee’s unique talents. Not just because it makes them feel good, which it does, but because inclusive organizations perform better and profit more.
Below are ten questions your leaders can use to begin exploring just how much Purpose their employees find in their work at your organization. When they explore this important area with follow-up questions and other questions of their own, they will help their employee attain and maintain an honest sense of Purpose.
Questions that address Purpose
- What have you always wanted to be when you grew up?
- How is your job meaningful?
- What do you find most interesting in your work at this time? (What is least meaningful?)
- What excites you about what we do for society and our customers?
- Are we putting your unique talents to use here?
- Where do you see yourself in five years?
- What can I and the organization do to support you in achieving your goals?
- How is the organization and your work fitting in with your life goals?
- Are we giving you the opportunities you require to advance your career?
- How do you feel that your work creates value for our organization?
Your leaders will also learn more about this facet of questioning from Motivate your team by connecting their work to Purpose and The ROI of Better Conversations.
But to really help your managers put these practical questions into practice, consider having them attend our next Compelling Conversations workshop. Let’s Talk!
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