The Three C's of Meaningful Work

In today’s rapidly evolving workplace, employees are seeking more than just a paycheck—they want meaning in their work. Research shows that meaningful work drives higher engagement, increased job satisfaction, and greater retention (Mercurio et al., 2023). But what exactly makes work meaningful, and how can leaders give their teams more of it?

Through years of studying high-performing organizations, we have identified three key factors that create meaning at work. These are the Three C’s—Community, Contribution, and Challenge (Adams & Myles, 2025). When these three elements are present, employees are not only more satisfied but also more motivated and productive.

1. Community: Fostering Authentic Connections

Humans are wired for connection, and the workplace is no exception. Studies show that employees who feel a strong sense of belonging are more engaged and productive (Ozcelik & Barsade, 2018). A Gallup study found that employees with a “best friend at work” are seven times more likely to be engaged than those without one (Rath & Harter, 2010).

Former U.S. Surgeon General Vivek Murthy, architect of the first Framework for Workplace Mental Health and Well-Being, shares a simple practice called the “Inside Scoop” that he uses on his own team to foster authentic connections (U.S. Department of Health and Human Services, 2022). At the start of each weekly team meeting, one person is asked to share a photo or object that is important to them and tell the story of why. During this brief interaction, that person is able to show a part of themselves that they value, and others on the call get a chance to know them more deeply. Murthy observed that this practice not only increased a sense of belonging, but also led to more collaboration among the team.

How to Build Community in Your Organization:

• Encourage open and honest communication.
• Foster authentic relationships through intentional connection.
• Create shared experiences through team events and everyday storytelling.
  

2. Contribution: Showing the Impact of One’s Work

One of the strongest motivators in any job is the ability to see how one’s work benefits others. A study by Workhuman found that employees who find meaning in their work are 4.5 times more engaged than those who don’t (Workhuman Analytics & Research Institute, 2019).

Tope Awotona, CEO of scheduling software company Calendly, makes a regular practice of showing people how their work matters. Calendly estimates that each person using their product saves an hour a week by avoiding the annoying back and forth of emailing to schedule meetings. Over the course of a year, that adds up to a full week of saved time. To bring that stat to life, Tope asks customers to share what they do with that extra hour. They might use it to do more meaningful work, or they may spend an extra hour with their families.

He then records a video for the whole organization to share the story of how Calendly impacted that customer. This helps to connect the dots between everyone’s daily work and the larger impact it has. That can be especially powerful for employees who aren’t customer facing, such as software engineers who spend most of their time coding alone.

How to Reinforce Contribution in Your Workplace:

• Show employees how their work connects to a bigger mission.
• Regularly share customer feedback and success stories.
• Remember to thank employees for their work and tell them why it matters.
  

3. Challenge: Encouraging Growth and Development

Few of us find fulfillment in doing the same work over and over again. People thrive when they are given opportunities to learn and grow. In a global survey conducted by McKinsey (2022), the top reason employees left their jobs was a lack of career development. When leaders challenge employees to expand their capabilities and provide the support they need to succeed, those employees experience meaningful development. These development opportunities drive engagement and retention while boosting overall performance. Leaders who invest in employee growth are more than seven times more likely to engage and retain their teams (The Josh Bersin Company, 2022).

At Juniper Networks, a global provider of cloud networking solutions, leaders have developed a quarterly practice called Conversation Days. During these periods, managers have development-focused one-on-ones with each of their direct reports. The semi-structured conversations are focused on three things: what they learned in the past period, what stretch opportunities they have coming up, and where they would like to further develop their skills. By formalizing this process across the company, leaders have helped drive more development opportunities for employees, and seen increased engagement as a result.

How to Create Challenge at Work:

• Provide stretch assignments that push employees beyond their comfort zones.
• Support employees with mentorship and coaching.
• Encourage a culture of learning by celebrating calculated risks and innovation.

Bringing It All Together: The Leadership Opportunity

Leaders play a crucial role in shaping workplace meaning. Our research found that nearly 50% of an employee’s sense of meaning at work can be attributed to the actions, or inactions, of their leaders (Mercurio et al., 2023). That means leaders who actively cultivate community, contribution, and challenge can create workplaces where employees and teams thrive.

If you’re a leader, ask yourself:

• Community: Do my employees feel a strong sense of belonging?
• Contribution: Do they understand how their work impacts others?
• Challenge: Am I helping them grow in meaningful ways?

By focusing on community, contribution, and challenge, we can all build workplaces that inspire, engage, and fulfill us.

Meaning isn’t just something employees find on their own—it’s something leaders help create.

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