Companies must create opportunities for employees to break down internal and social borders that try to dictate who they are and what they can achieve. By doing so, employees can think beyond their day-to-day role to grow as professionals and individuals, while also creating meaningful value for the company.
Since mid-2021, the US workforce has been experiencing what many are calling
the “Great
Resignation” —
with people re-evaluating what it is they want out of their life and career,
leaving their current roles for ones that better fit their needs, or people
opting out of the workforce entirely. This trend has put power firmly in the
hands of workers and reminded everyone that the most important stakeholder in
the stakeholder
capitalism
model is the employee.
In this war for talent, it has become increasingly important to keep employees
engaged. For
purpose-driven organizations, this means helping them find their own purpose
within the company’s overarching purpose.
Instilling a sense of purpose in employees not only benefits workplace
culture
but can have a broader impact on business and society. Today, workers are
looking for companies that share their values. A recent
Unily
study found that 65 percent of workers are more likely to work for more
sustainable employers — not just because of values, but because they believe
that a sustainable employer will care about them more, offer more impactful
work, and provide satisfaction and engagement.
Nevertheless, recent workplace trends are telling us that the concept of purpose
needs to translate from words to action. Fostering purpose among employees first
drives innovation and encourages new ways of thinking from all corners of the
business. Kohler has embraced this notion and engages its associates to deliver
on its promise of “Believing in Better.” Guided by this strategy, Kohler
leverages the expertise of its associates to develop tangible solutions to build
a better planet, better communities and better lives.
Such a mindset is exemplified by Kohler’s Innovation for
Good program,
which has helped democratize innovation across the company through its annual
I-Prize
competition. With I-Prize, Kohler invites associates to form teams and develop
products, technologies and business models that address a social need, and
compete for incubation funding to bring these ideas to life. Since the first
I-Prize competition in 2018, associates have developed over 80 ideas that
address issues such as safe water and
sanitation,
water conservation and most recently, greenhouse gas emissions. Several ideas
have already been transitioned to commercialization and others are in the
pipeline.
However, beyond the business aspect is the impact this type of program has on
employees. At the crux of I-Prize is the concept that innovation and new ideas
can come from anywhere. Participants represent all corners of the business, from
engineers to confidential assistants, from interns to tenured associates, who
are located around the globe — from Kohler, WI to Jhagadia, India.
Associates share their own unique skills and perspectives to solve the challenge
at hand, making their work and role more meaningful.
I-Prize-winning associates Delia Mixon and Guarav Verma | Images credit: Kohler
I-Prize helped Gaurav Verma — an India-based design engineer whose
water-regulating product idea received funding in the 2020 Clean and
Hygiene-themed I-Prize competition — feel a sense of belonging at Kohler,
especially as a newcomer to the company. By participating in the competition,
Gaurav was able to exercise key skills such as project management that tapped
into his natural leadership ability, which inspired seasoned New Product
Development teams at the company.
“The collaborative culture and encouraging environment made me feel that all
doors were open to me at Kohler,” Gaurav says. “Collaborating with head
directors and engineers on a project intended to contribute to society and give
back to the community were major motivators. What we are doing now is affecting
generations and this project remains close to my heart.”
This sentiment is shared by Atlanta-based confidential assistant Delia
Mixon, a 12-year associate at Kohler who thrives in a collaborative
environment. Delia used her natural talent for creating connections to recruit a
well-equipped team with a diversity of skills to develop a robust I-Prize pitch.
Delia was inspired by seeing her teammates, ranging from an intern to an
engineer, so invested in tackling climate issues.
“To be able to bring my strengths and lead something where I managed individuals
with titles as high as director allowed me to develop and showcase my ability to
run a project,” Delia says. “Not only did participating in I-Prize gave me the
opportunity to grow personally and professionally, but my team and I have given
the company something to embrace and think about that could really make a
difference.”
It is important that companies create opportunities that encourage employees to
break down the internal and social borders that try to dictate who they are and
what they can achieve. By doing so, employees can unlock their potential and
think beyond their day-to-day role to grow as professionals and individuals,
while also creating meaningful value for the company. Providing these
opportunities for growth and redefinition, while putting purpose at the center,
creates a positive ripple effect across the entire company. Empowering employees
to see the value in themselves and each other optimizes innovation and generates
solutions to pressing, real-world issues.