Cultivating genuine purpose and support in the workplace is key to employee satisfaction.
“I’ll be honest. My official job title? It’s ridiculously long.”
This unexpected revelation comes from 30-year-old Qi Ni, who I initially assumed would be guarded and overly formal, like many people in corporate settings. Instead, she giggles, aware of the hefty terms she’s about to share.
“Basically, I’m the… Corporate Responsibility, Diversity, Equity & Inclusion Lead at Sodexo.”
Noticing the confusion on my face, she continues, “I’ve encountered this reaction before. Most people don’t really understand what that entails.” However, for Qi Ni, happiness at work encompasses far more than just her lengthy title.
At Sodexo, a global food service and facilities management company, she engages in initiatives aimed at reducing food waste and ensuring ethical sourcing in kitchens.
To understand Qi Ni better, it’s essential to note that while she identifies as a millennial, her peers often describe her as a concerned ‘aunty.’ She aligns more with Gen Z’s purpose-driven mindset, often opting for smaller food portions to minimize waste and encouraging friends to donate to charities instead of buying birthday gifts.
Her own wedding was a reflection of her values, held at Enabling Village, a community space celebrating inclusivity rather than a lavish hotel reception. This inclination toward selflessness is a rarity in today’s increasingly self-centered world, making it all the more commendable.
As a trusted figure in the corporate realm, Qi Ni strives to enhance the aspects of work life that matter to younger employees, such as company culture, mental health support, and flexible working hours.
What Truly Makes Employees Happy at Work?
Traditionally, work dominated life, and even when experiences were subpar, people were expected to endure. However, this mindset began to shift dramatically with the emergence of The Great Resignation in 2021.
As the world grappled with post-pandemic realities, the definition of ‘normal’ was reexamined, revealing that many were dissatisfied with their work environments. Quitting became a viable option for many, while others adopted the concept of quiet quitting to establish healthier work-life boundaries.
Why should anyone exert extra effort for an organization that doesn’t reciprocate their dedication?
Outdated practices were swiftly abandoned—some companies began implementing flexible work options, while others focused on enhancing mental health support.
The Great Resignation is more than just a catchy phrase; it’s a reality. In a recent client engagement session by Sodexo, Qi Ni noted how numerous companies expressed challenges in retaining talent.
“We’re currently navigating a transformative era in the workplace, even if we don’t fully recognize it,” Qi Ni observes.
According to a recent article in the Straits Times, only about six in ten employers are actively addressing mental health issues—a figure significantly below the global average. Additionally, two in five workers would decline a job offer that doesn’t provide flexible work arrangements.
Having begun her career in human resources, Qi Ni possesses a unique perspective on these issues. She understands that young hires are primarily interested in companies with authentic missions.
“For the younger generation, the world feels like it’s on fire. If your business prioritizes short-term profits over community welfare and environmental health, it’s unlikely to be their preferred choice,” she explains.
“You’ll hear them ask during interviews, ‘What’s your company’s purpose?’”
Gen Z is not weak; they are simply more vocal about their expectations and demands from employers. Employees thrive when they perceive a meaningful connection to their company culture. They desire a clear understanding of the organization’s purpose and how their roles contribute to a larger mission. It’s evident that if established leaders refuse to adapt, it could negatively impact their businesses.
Qi Ni emphasizes another essential aspect of understanding Gen Z: this generation recognizes they don’t need to remain in jobs that make them unhappy.
“I can relate to that. If I face personal challenges—like marital issues—Sodexo offers an employee helpline where I can speak with a trained professional.”
Support from a company significantly influences job seekers today. Potential hires are often encouraged to learn about available resources.
“That said,” she cautions, “there’s still much more work to be done.”
Aunty Ally
Qi Ni is known for carrying an extra reusable bag and bottle wherever she goes. Many white-collar workers share her habits at lunchtime, but each action holds a deeper significance.
Her commitment to sustainability and addressing food insecurity reflects her personal values and professional goals.
In her role, she sees herself as a consultant—or in simpler terms, a fixer or troubleshooter. A typical day involves virtual meetings and traversing the city to identify clients’ needs. Whether it’s reducing food waste, promoting inclusive hiring, or supporting nonprofits and social enterprises, Qi Ni’s expertise covers a broad range of areas.
“Change often starts with small actions,” she emphasizes. “For example, advising clients to lower their carbon footprint means ensuring our kitchens source ingredients ethically, avoiding practices that harm our oceans’ biodiversity.”
Inclusion is equally important. “I focus on gender empowerment, advocating for greater representation of women in higher management positions.”
Her enthusiasm is palpable when discussing the tangible results of her recommendations.
At one Sodexo site, an employee with a mild intellectual disability plays a key role in the kitchen, while another employee with Autism Spectrum Disorder (ASD) manages orders at a café. Qi Ni recognizes the significance of providing equal opportunities for these individuals. “Even in a micro-kitchen or busy production environment, there’s room for these employees to develop their skills.”
Additionally, Qi Ni represents Sodexo as part of the Alliance for Action on Corporate Purpose (AFA-CP), which aims to create frameworks for other companies to follow in sustainable practices. She’s also involved in the Company of Good Fellowship, collaborating with like-minded professionals to devise strategies that foster positive change.
Of course, not all organizations are open to transformation. There’s often resistance, and while attitudes toward work evolve, many workplace structures remain unchanged. The challenge lies in identifying those willing to embrace new approaches.
“Some leaders are more receptive to trying new methods. When we collaborate and achieve success, they become exemplary case studies—albeit anonymized!” she laughs.
“I can only hope that it sets off a chain reaction.”
Purpose Is Personal
The term ‘purpose’ can lose its meaning when tossed around casually. For many, particularly Gen Zs, it often feels like a superficial attempt by corporations to convert human emotions into productivity.
However, purpose runs deep and is deeply personal. It transcends marketing campaigns, as Qi Ni emphasizes. Forget about ping pong tables and a superficial ‘we are family’ culture—what truly matters are ethics and principles, fundamental shared values that motivate individuals to contribute meaningfully.
“While concepts like sustainability and inclusivity may seem trendy, what’s essential to me is the commitment to progress, even if it’s incremental.”
Imagine a job that holds genuine significance, where efforts lead to tangible impacts. More than anything, Qi Ni finds joy in knowing her contributions create a real difference—for the environment and the broader community. The purpose of her company aligns with her own values, making it all the more fulfilling.
“Let’s start with this: Companies must recognize employees as more than just numbers on a spreadsheet,” Qi Ni concludes.
“They need to see the individuals behind the roles. This human connection is crucial—it even influences how job ads are crafted.”
With a clear purpose, the dread of a morning alarm may dissipate.
While I may not be a CEO, it seems there’s a compelling business case for this approach.
Isn’t that ultimately a win-win scenario?
