When employees are consumed by their day-to-day tasks, work can start to feel routine and unfulfilling, which often leads to decreased motivation and performance and can eventually impact overall retention and the bottom line. A manager who can connect individual roles to the company’s “why” while also recognizing how team members’ personal strengths, aspirations and contributions help to advance that purpose may be able to avoid or reverse such a trend.

By aligning employee’s roles and with the organization’s core values and mission, providing opportunities for growth and clarifying the broader impact of their work, leaders can help team members find real meaning in what they do. Below, 19 members of Forbes Coaches Council share actionable ways managers can help their teams discover deeper meaning and satisfaction in their work and create a thriving workplace culture.

1. Provide Vision And Context

Answer the question, “Why should they care?” Leaders must provide a clear vision and context. They must translate the vision in a way that provides context for the work and explains its importance. People want to know that their work matters and that their contributions are appreciated. In addition to providing context, acknowledge the work and the human beings who perform it. – Juliette Mayers, Inspiration Zone LLC

2. Improve One-On-One Interactions

Provide better one-on-one interactions. Stop focusing on the “to-do” list and start focusing on the value and impact of their contributions to the bigger picture. When combined with a meaningful discussion around what they are learning, mid-term and long-term growth goals, strengths, purpose and brand, the leader can inspire relevance and give meaning to the work and its results. – Cyndee Blockinger Lake, Blank Page

3. Link Tasks To Meaningful Impact

Regularly linking tasks and problem-solving to meaningful impact can make a significant difference in how employees view their work. What positive impact did you (or we) have last week? What impact could we create by solving this problem? How could caring about this difficult individual’s perspective help us have a greater impact? Focus on purpose in positive ways, and people will become purpose-driven. – Maureen Cunningham, Up Until Now Inc.

4. Connect Daily Tasks To Greater Purpose

Managers can help employees connect their daily tasks to a greater purpose, beginning with frequent, personalized check-ins that go beyond performance metrics to explore individual goals and values. Connecting what energizes an employee to the team’s broader mission can drive business outcomes and restore a sense of meaning—especially in today’s fast-paced, digitally fatigued workplace. – Michael Timmes, Insperity

5. Align Recognition With Personal Values

Managers can activate meaning and elevate recognition by linking an employee’s contribution not just to team success, but also to the organization’s mission—and to what the employee personally values. For example, if they value creativity, highlighting how their work reflects that in service of the mission makes the recognition more meaningful and motivating. – Alise Cortez, Gusto, Now!

6. Leverage Strengths Through Stretch Projects

To increase fulfillment, managers can help each teammate identify their strengths and look for opportunities, including stretch projects, that allow employees to leverage their specific talents. That approach helps employees see how their unique abilities can directly impact the company’s results. – Precious Williams Owodunni, Mountaintop Consulting

7. Reflect On Human Impact

Invite team members to regularly reflect on one question: “Who benefited from your work this week?” Connecting daily tasks to real human impact reactivates purpose. When people see the difference they make, even routine work becomes meaningful. – Mehmet Egilmezer, International Coaching Education Group LLC

8. Enable ‘Purpose Alignment’

Enable employees to engage in “purpose alignment,” a practice of refining aspects of their role to reflect personal strengths and values. This subtle recalibration fosters intrinsic motivation, transforms routine tasks into purposeful actions and cultivates a deeper sense of fulfillment and commitment to the organization. – Dr. Adil Dalal, Pinnacle Process Solutions, Intl., LLC

9. Create Platforms For Visibility

Give individuals a platform that offers visibility and builds credibility with peers and leaders. Such opportunities inspire self-discipline, strengthen presentation skills, boost reputation and empower influence. This sense of accountability can transform how they view their work and purpose. – Nav Thethi, The Nav Thethi

10. Help Employees Connect To Themselves

Don’t just connect employees to company goals. Help them connect to themselves. Encourage reflection on who they are, what they value and what fulfills them. When they see how their strengths, values and purpose intersect with the company’s vision, meaning becomes personal, not just positional. – Mel Cidado, Breakthrough Coaching

11. Link Current Work To Future Growth

Managers can spark fulfillment by showing employees what’s next—connecting current tasks to future opportunities and the skills they’ll need to grow. This future-focused lens turns daily work into a stepping stone toward personal and professional advancement. – Diana Lowe, Blue Light Leadership

12. Help People ‘Buy The Why’ Through Storytelling

Regularly connect individual tasks to the broader mission of the team and organization. Use storytelling in one-on-ones or team huddles to show how their efforts impact customers, peers or company goals. When people see the “why” behind the “what,” they feel purpose. Meaning isn’t in the task itself; it’s in how leaders help others feel that their work matters. People need to “buy the why.” – Alex Draper, DX Learning Solutions

13. Listen To Individual Definitions Of Fulfillment

Don’t assume day-to-day tasks are less fulfilling for everyone. Ask and truly listen. Not everyone seeks purpose in grand visions—some find deep satisfaction in structure, mastery or helping colleagues. Avoid making assumptions and projecting your own values. Instead, create space for each individual to define and speak up about what matters to them. – Stephan Lendi, Newbury Media & Communications GmbH

14. Encourage Shadowing Exercises

Once a quarter, have team members spend a few hours shadowing someone in a completely different function. They’ll see how their work enables others, discover new skills and break out of “task autopilot” mode. It reignites curiosity and helps them see themselves as part of a living, interconnected system—not just a to‑do list. – Arthi Rabikrisson, Prerna Advisory

15. Promote Learning For Learning’s Sake

When allowed the space and freedom to explore our innate curiosities and interests, we move into undiscovered worlds within ourselves. Our minds open up, we uncover latent possibilities and we find new meaning in our everyday experiences. – Brittney Van Matre, Rewild Work Strategies

16. Bridge Roles To Aspirations

As leaders, we must bridge where people are now to where they want to be—through the work they do each day. Go beyond assigning tasks and ask what skills they want to build or what growth they’re aiming for. Then, frame their current responsibilities as stepping stones toward that vision. When people see how today’s work shapes tomorrow’s self, even routine tasks become meaningful. – Kiran Mann, M2M Business Solutions Inc.

17. Tie Work To Mission And Gratitude

There are two key actions that managers can take to foster their teams’ fulfillment and add meaning to their work. First, tie the work into the broader company mission. What do their accomplishments add to the whole? How does their piece enable others to complete the larger mission? Second, show gratitude. A little “thank you” goes a long way. – Ed Brzychcy, Lead from the Front

18. Understand And Act On Motivators

Managers should regularly ask what motivates each team member, along with how they feel when those needs are met or not. This insight helps them quickly adjust workloads, align tasks with personal drivers and create an environment where their team feels valued and empowered to do their best work. It also builds more trust with their team members because they’re truly heard and understood. – Tiffany Uman, Tiffany Uman Career Coaching Inc.

19. Highlight The ‘Human Ripple Effect’

Link tasks to impact in real time. Instead of only tracking output, regularly show how a teammate’s work tangibly improved a customer’s life, a process or a colleague’s success. Meaning grows when people see the “human ripple effect” of what they do, not just the checklist they’ve completed. – Dr. Sunil Kumar, Dr Sunil Kumar Consulting

This article was originally posted on Forbes.com.