Employee Engagement Through Purpose

In this episode of The Purpose and Profit Podcast, Dr. Ty Wenglar dives into how a shared sense of purpose can transform employee engagement, inspire innovation, and improve workplace morale.

Discover the science behind engagement, including Self-Determination Theory and its three core drivers: autonomy, competence, and relatedness. Learn practical strategies to foster engagement, from communicating your purpose clearly and empowering employees to recognizing and celebrating contributions.

Dr. Wenglar also answers listener questions about engaging remote teams and addressing disconnects between employees and organizational purpose, offering actionable insights and real-world examples like Patagonia’s purpose-driven culture.

Key Takeaways:

• Engagement thrives when employees feel connected to a clear, shared purpose.
• Empowering teams with autonomy fosters creativity and accountability.
• Celebrating contributions strengthens alignment and morale.

If today’s message resonated with you like and share this podcast on Apple, Spotify or wherever you access your favorite podcasts.  Your likes and follows allow us to share this message with more listeners like you.  If you’re ready to take the next step toward aligning purpose with profit in your leadership journey, we’d love to help. Visit our website to book a free consultation and explore how we can guide you toward greater clarity and impact.
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Or, download my free book, The Profit Optimization Handbook, for actionable insights and strategies to transform your leadership and organization. It’s our gift to you as you start this journey.  Copy and Paste the following link into your favorite browser.
http://www.lucentraprofitadvisors.com/free-book
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Transcript

 "Employee Engagement Through Purpose "

Welcome back to The Purpose and Profit Podcast! I’m Dr. Ty Wenglar, your host, and I’m so glad you’re joining me as we continue exploring the transformative power of purpose-driven leadership.

In our last episode, we talked about how aligning purpose with strategy creates clarity and drives long-term success. Today, we’re focusing on the people side of that equation—how a shared sense of purpose fosters engagement, inspires innovation, and transforms workplace morale.

Employee engagement is a buzzword that gets thrown around a lot, but what does it really mean? It’s not just about keeping employees happy or satisfied. True engagement is about creating a deep connection between your people and your organization’s mission, where they’re motivated not just to work but to excel. So, let’s dive in."

Let’s start by unpacking the science behind engagement. There’s a wealth of research on this topic, but one of the most impactful frameworks is Self-Determination Theory.

This theory identifies three core psychological needs that drive motivation and engagement: autonomy, competence, and relatedness.

Autonomy is about giving people control over their work. When employees feel empowered to make decisions and take ownership of their roles, they’re more motivated.

Competence is the need to feel capable and grow in mastery. People want to know they’re good at what they do and that they’re improving.

Relatedness is the sense of connection to others and to something greater than themselves. It’s about belonging and contributing to a larger mission.

When these three needs are met, engagement skyrockets. And it’s not just theory—organizations that prioritize these elements see measurable results. For example, companies with highly engaged employees are 21% more profitable, according to Gallup.

But engagement isn’t just about numbers. It’s about creating meaning in the workplace. The concept of 'meaningful work' ties directly into this. People want to feel that their work matters and contributes to something bigger than themselves. It’s the difference between feeling like a cog in the machine and being part of a purpose-driven mission."

So how do you, as a leader, foster engagement? Let’s break it down into three actionable strategies you can start implementing today.

1. Communicate Your Purpose Clearly and Consistently

Your organization’s purpose should be a guiding light for everything you do—but it’s not enough for leaders to know it. You need to communicate it regularly and tie it to daily work.

For example, at Lucentra, we encourage leaders to start meetings by linking agenda items back to their mission. It reminds everyone why the work matters and keeps the purpose front and center.

2. Empower Employees Through Autonomy and Ownership

Micromanagement is the enemy of engagement. When you give employees the freedom to make decisions and take initiative, you foster creativity and accountability.

Take Zappos, for instance. Their purpose of 'delivering happiness' extends to their employees. Team members are empowered to make customer service decisions on the spot, without needing layers of approval. That autonomy creates a culture of trust and innovation.

3. Recognize and Celebrate Contributions

Engagement thrives when people feel valued. Celebrate wins, big and small, and show your team how their work contributes to the organization’s success. Recognition doesn’t have to be grand—sometimes a simple 'thank you' or shoutout can make all the difference.

Now let’s address some questions from our listeners that came in since this week via email about employee engagement.

Our first question was 'How do you engage remote teams around a shared purpose?'

This is a great question, and it’s increasingly relevant in today’s hybrid and remote work environments. The key is over-communicating your purpose and finding creative ways to keep your team connected.

For example, schedule regular virtual town halls where leaders share updates, celebrate achievements, and reinforce the company’s mission. Use tools like Slack or Microsoft Teams to create informal spaces where team members can collaborate and share stories that reflect your organization’s purpose.

This brigs us to the second question 'What if employees don’t resonate with the company’s purpose?'

This can happen, and it’s an opportunity to revisit your mission and culture. Involve employees in refining your purpose and show them how it connects to their personal values. At Lucentra, we work with organizations to facilitate workshops that give employees a voice in defining the company’s direction. The results are often transformational for the employees, and the organization as a whole.

Let’s bring this to life with a real-world example that we’ve discussed previously: Patagonia.

Patagonia’s purpose—'We’re in business to save our home planet'—is embedded in everything they do. Their employees aren’t just working for a company; they’re contributing to a mission that resonates deeply. This alignment drives engagement at every level.

Whether it’s designing sustainable products or encouraging customers to repair instead of replace their gear, every decision reflects their purpose. The result? A deeply engaged workforce and a loyal customer base. Patagonia’s alignment has made them a leader not just in their industry but in environmental activism."

At Lucentra, we specialize in helping organizations foster purpose-driven engagement. One of the first things we do is help leaders connect the dots between their purpose and their people.

For example, we’ve worked with teams where employees felt disconnected from the organization’s mission. By embedding purpose into daily workflows and creating recognition programs, we helped transform these teams into high-performing, engaged groups.

Engagement isn’t just about boosting morale—it’s about driving performance, innovation, and long-term success."

As we wrap up, here are three key takeaways:

1. Engagement thrives when employees feel connected to a clear, shared purpose.
2. Leaders must empower their teams with autonomy and ownership.
3. Recognizing and celebrating contributions strengthens alignment and morale.

So here’s my challenge to you this week: Take one step to foster engagement in your organization. Whether it’s refining how you communicate your purpose, empowering your team, or celebrating their achievements, small changes can create big impact."

And I’d love to hear about it! Share your reflections with us on [social media/email]. Let’s start a conversation about how purpose-driven leadership is transforming organizations like yours.

If today’s message resonated with you like and share this podcast on Apple, Spotify or wherever you access your favorite podcasts.  Your likes and follows allow us to share this message with more listeners like you.  If you’re ready to take the next step toward aligning purpose with profit in your leadership journey, we’d love to help. Visit www.lucentraprofitadvisors.com to book a free consultation and explore how we can guide you toward greater clarity and impact.

Or, download my free book, The Profit Optimization Handbook, for actionable insights and strategies to transform your leadership and organization. It’s our gift to you as you start this journey.  Go to www.lucentraprofitadviosors.com/free-book.

In our next episode, we’ll explore how ethical leadership fosters trust and inclusion. You won’t want to miss it.

Thank you for joining me on The Purpose and Profit Podcast. Until next time, stay focused, stay engaged, and lead with purpose."