When employees engage in impact work, loyalty and motivation rise

As organizations confront today’s more volatile operating environment, future readiness is often defined in terms of technology adoption, digital capability and technical reskilling. But GlobeScan’s latest research suggests that this view is incomplete. The GlobeScan and Ashoka report Building Human Change Capability in Times of Disruption argues that future-ready organizations are built not only through stronger technical systems, but also through stronger human change capability — in other words, the confidence, agency and participation that employees need to help their organizations adapt and create value. Drawing on the voices of 8,865 corporate employees across 33 countries, the report explores how embedding participation into everyday work strengthens organizational readiness. The research shows that globally, 87 percent of employees agree that when they can personally help their company improve its impact on society and the environment, they become more motivated and more loyal. The same proportion agrees that such participation gives their life more purpose and meaning. This alignment suggests that the practical outcomes that organizations care about, such as loyalty and commitment, are intertwined with a deeper employee expectation that work should provide meaningful avenues for contribution. The same impulse may help explain growing interest in employee influence over areas such as workplace retirement plans, where workers can have an impact beyond their immediate role. In a business environment increasingly defined by disruption, opportunities for meaningful participation can be a significant differentiator. What does this mean? The business case for employee agency, in terms of both business performance and societal impact,…

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