How individual purpose can reduce turnover in companies

The desire of every company is that its employees are engaged, are aligned with the values of the organization, present results, show desire for growth, and thereby reduce turnover. However, these goals can only be achieved if the individual purpose of this employee is very well defined. 

What is individual purpose anyway, and why is it so important these days? And how does this aligned purpose help reduce turnover and retain the best talent in organizations? Find out in this article!

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What is the individual purpose?

Individual purpose is what each person understands as what they want to leave as a legacy, always associated with what they do well, what they have best to offer. It is to do something that you recognize yourself as something innate, that which gives meaning to your own life and offers a true sense of direction to your other actions. 

The concept is complex, but it is increasingly important for employees around the world. According to a survey conducted by Mc Kinsey & Company, only 65% of the world's professionals feel they are acting on behalf of their own purpose .

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Individual purpose to reduce turnover

Having the individual purpose of employees aligned with what the company can offer has the potential to generate countless positive reflections on the organization's results and on the day to day. 

One of these reflections is the decrease in turnover. There are several reasons that lead to a high turnover rate in companies, but having employees who are not aligned with your purposes is one of them. 

This misalignment leads to lack of engagement of the team, which becomes more dissatisfied, generates fewer results, does not develop together with the organization, and does not seek growth or achievement of goals together. 

In summary, when we have an aligned individual purpose, the professional is happier, wants to deliver his best, works with motivation and ambition every day. This is the employee we want, because this is the one who stays with the company for long periods, perpetuating the intellectual capital of the organization. 

Usually, when a professional resigns, he is leaving the company in search of a job with conditions more in line with his expectations and, consequently, his purpose. Therefore, to reduce turnover, it is important to seek alignment since the selection process and onboarding. 

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And you, HR, what talent retention strategies have you been using? To learn more about how to reduce turnover rates, visit Alymente's blog!

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