What Viktor Frankl can teach us about managing teams

Viktor Frankl is a psychologist, author, and Holocaust survivor. In his seminal book, Man’s Search for Meaning, he advocates for everyone to find their meaning of life. This is no small task for anyone, let alone helping someone else discover it, but it is the most important thing anyone can find if they want to be happy and successful.

Frankl’s 3 ways to discover your meaning are:

  1. Creating a work or doing a deed.
  2. By experiencing something or encountering someone.
  3. By the attitude we take toward unavoidable suffering.

As a manager and leader, you have people working for you who are giving almost half of their waking life towards your company. Fortunately, many of those tasks can fit into Frankl’s 3 ways.  To keep them motivated and engaged, you must find ways to align their meaning with the company. With a little work, this can be achieved.

How to align your employee’s work & meaning

1) Give them ownership

Have you ever been given a task that someone had everything spelled out to a T how to do it? How motivated were you to work on that? If it was something important to you, it likely felt very stifling to not be able to do it how you saw fit.  Don’t do that to your employees. Give them the opportunity to use their skills to accomplish tasks in the way they choose.

2) Help them see the big picture

People join companies for many reasons, and a company’s core mission is often one of them.  Once they’re settled in their job and the day to day grind, it can become easy to lose sight of that mission that attracted them in the first place. Don’t let that happen! Repeating yourself as a leader is very important, especially if it’s reinforcing the core mission.

3) Connect the company mission to their tasks

Having everyone on your team understanding the company’s core mission is important. Tying their specific job to that mission is just as important. When someone feels like what they do really matters and they can see the impact, you create a powerful, motivating feedback loop. And if you manage someone in a low level job and don’t think you can tie their work to what matters, you should watch this.

4) Listen to their personal goals

It’s not all about the company. Your employees have hopes and dreams of their own. The more you can align those dreams with their work and show them how the company furthers their goals, the more motivated they will be. Humans have a natural urge to work on things bigger than themselves and a company is an amazing vehicle for this if you seize the opportunity.

What about the suffering?

Yes, Frankl believes suffering in life is not only inevitable, but essential. It is during times of suffering that we grow the most.  If you’ve ever worked long hours on a project, you can empathize with how major challenges can help you grow tremendously. Often, you work those hours because you were motivated in some way, likely one or even all 4 of the above reasons.

Frankl loved a particular quote by Nietzsche that captures it well:

“He who has a why to live for can bear almost any how.”

It is when people lose their why that they can no longer endure the how that they are facing. At work, long hours or a project they’re struggling with can wear them down without the above alignment. When this happens, everyone loses as they will start looking for other jobs and their work output will rapidly decline.

Are you giving your team the whys they need?

Get LighthouseWant to help your team to find their meaning and reach their goals? Then sign up for Lighthouse, the app to help you be a better manager and we can help you stay on top of your team’s growth and career goals.

Learn more at GetLighthouse.com