6 Ways Leaders Can Make Work Meaningful

In October 2022, the US Surgeon General named “meaning at work” essential to improving the nation’s mental health. The declaration underscored decades of research linking meaningful work to well-being, motivation, and productivity.

The announcement also responded to shifting societal dynamics, transforming how people view work. Surveys reveal that millions of Americans have reexamined their work’s role in their lives over the last four years. In one poll of more than 1,000 employees, two-thirds said they had reflected on their life’s purpose since 2020, with more than half reconsidering their careers. Seventy percent recognized work as a significant source of meaning in their lives.

What Is Meaningful Work?

Meaningful work is defined as work that individuals perceive as positive, purposeful, personally significant, and worthwhile.

Research consistently shows that we experience meaningfulness in work when we can see how our efforts make an impact, use and develop our strengths, align our tasks with personal values, and build high-quality relationships that foster connection and support.

Scholars describe it as a fundamental human need directly linked to psychological, emotional, and physical well-being. People who experience meaningful work report higher job satisfaction, stronger motivation, deeper engagement, and reduced turnover intentions.

How Leaders Can Foster Meaningful Work

As an instructor and researcher in Colorado State University’s Organizational Learning, Performance, and Change program, I partnered with colleagues at the University of Pennsylvania to investigate how leadership influences meaningful work.

In a study published in Occupational Health Science, we interviewed leaders in 12 companies and analyzed more than 1,500 employees’ ratings of their managers’ behaviors across nearly 20 industries. We identified six core leadership practices that consistently foster meaningful work.

These practices account for almost 50 percent of whether employees experience their work as meaningful. They are also associated with increased motivation, job satisfaction, and reduced turnover.

Here are the six practices leaders should prioritize:

1. Communicate the Work’s Bigger Impact. Help employees understand how their tasks contribute to a broader purpose. Show how their work directly affects others and aligns with the organization’s goals.

2. Recognize and Nurture Potential. Identify employees’ unique strengths and capabilities. Provide tailored opportunities for them to grow and apply their talents in ways that highlight their value.

3. Foster Personal Connections. Build strong interpersonal relationships within teams. Show genuine interest in employees’ lives beyond work, creating a culture of care and mattering.

4. Model Integrity Through Values-Based Leadership. Live the organization’s values through consistent and ethical actions. This creates a culture of authenticity and trust, inspiring employees to align their actions with shared principles.

5. Grant Employees Autonomy. Empower employees by giving them decision-making authority and freedom in approaching their work. Autonomy fosters ownership and creativity.

6. Make Onboarding Purposeful. From recruitment to onboarding, emphasize the organization’s values and mission. Set the tone by connecting employees’ roles to the team’s larger purpose early on.

By fostering meaningful work, leaders can meet a basic human need, drive engagement, retain top talent, and foster a healthier organization.