How Fulfilling Employee Values Boosts Wellbeing and Productivity

by Jon Scaccia December 5, 2024

In today’s work environments, where burnout and job dissatisfaction are on the rise, a study offers a simple insight: supporting employees to fulfill what they value at work leads to long-term benefits like job satisfaction, productivity, and reduced burnout. This isn’t just about the work they do—it’s about enabling people to thrive by aligning work with their core values. But what does this alignment look like in real life, and why does it matter so much?

The Value of “Work Capabilities” in Sustainable Employability

Imagine your job as more than a list of tasks or responsibilities. Instead, think of it as a space where you can use your skills, set goals, build meaningful relationships, and contribute to a purpose bigger than yourself. This is the foundation of “sustainable employability” (SE), a concept rooted in the capability approach developed by economist Amartya Sen. SE suggests that people’s ability to sustain meaningful, fulfilling work over time depends on the opportunities they have to realize these values, or “capabilities.”

A recent study in the Netherlands explored how the capability set—a collection of essential work values like decision-making power, skill development, and meaningful connections—affects people’s wellbeing and work performance. Conducted over two years with over 250 employees, the study found that when people could achieve what they valued at work, they experienced higher job satisfaction, engagement, and even creativity. Notably, a greater capability set was linked to lower burnout—a critical finding in our era of high stress and frequent job turnover.

Why Supporting Work Capabilities Matters

If employees are not only able but also supported to achieve their valued work goals, they feel more committed, perform better, and experience less burnout. These findings support what’s known as the Person-Environment (P-E) Fit Theory, which argues that when a person’s skills and values align with the demands and culture of their workplace, they experience better outcomes. A misalignment can lead to stress and even emotional exhaustion.

Let’s dive into some of the core work capabilities highlighted in the study and how they impact employee wellbeing and organizational success:

Using and Developing Skills

Imagine an employee, Sarah, who values using and honing her professional skills. When she feels empowered to do so, Sarah not only performs well but feels a strong sense of accomplishment and growth. Conversely, if her job doesn’t allow her to use these skills, she may become disengaged and even consider leaving. The study showed that employees who could utilize and develop their skills consistently reported higher job satisfaction, engagement, and creativity.

Involvement in Decision-Making

Having a say in decisions fosters a sense of ownership and importance. When people like Sarah have a voice in workplace decisions, they feel valued and committed, boosting engagement and productivity. Unfortunately, the study found that only around 35% of participants felt they could influence important decisions at work—a significant gap that organizations can address to improve morale and loyalty.

Building Meaningful Relationships

Social connections at work are not just “nice to have”—they’re essential for long-term satisfaction and reduced burnout. Imagine working in a place where you can rely on colleagues, share ideas freely, and support each other. The study confirmed that employees with strong workplace connections experienced better performance, were more satisfied with their jobs and lives, and were less likely to experience burnout.

Setting Personal Goals and Earning a Fair Income

Setting personal goals allows employees to align their work with personal strengths and aspirations, making tasks feel more manageable and less stressful. Furthermore, a fair income provides security, enabling employees to focus on growth and meaningful contributions. While only about 35% of participants reported having adequate income, those who did were less likely to experience burnout.

Contributing to a Greater Purpose

Finally, contributing to a valuable purpose—knowing that your work makes a difference—can provide immense satisfaction and motivation. When employees feel their work has meaning, they are less inclined to look for new opportunities. The study highlighted that employees with opportunities to contribute to something valuable felt more committed to their organization and experienced lower turnover intentions.

Urgent Takeaways for Organizations and Leaders

Supporting employees to fulfill their work capabilities isn’t just a perk—it’s essential for sustainable employability. Organizations that enable employees to achieve what they value see better outcomes, including higher productivity, engagement, and lower burnout rates. But the research also reveals critical areas for improvement: despite valuing these capabilities, many employees feel unsupported in achieving them, leading to frustration and disengagement.

To make an impact, leaders and organizations must prioritize changes that allow people to realize their work goals. This could mean adjusting HR policies, offering professional development opportunities, or fostering open communication channels where employees feel their voices are heard. Importantly, these interventions should be customized to individual values and preferences, fostering a workplace that is not only inclusive but deeply fulfilling.

Join the Conversation

• Have you ever felt more engaged or satisfied at work because you could use your skills and achieve what you value?
• What capability—like decision-making power, skill development, or social connections—would make your job feel more meaningful?

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