A few years ago, I met David, a mid-level manager at a technology company. On paper, his role looked enviable: a good salary, a respected title and solid benefits. Yet when he spoke about his work, his words lacked life. He described meetings as “boxes to check” and projects as “just deliverables.” His team noticed. They mirrored his disengagement. Deadlines were met, but barely. Innovation was stagnant.
Then a leadership change occurred. A new director came in and shifted the tone. Instead of focusing solely on metrics, she spoke passionately about the company’s mission to make technology more accessible for underserved communities. She told stories about real families whose lives had been changed by their software. She encouraged employees to connect the tasks on their to-do lists with that bigger vision.
Within months, something shifted. David’s team became more energized. They started offering new ideas, working more collaboratively, and even volunteering extra hours to support outreach initiatives. Their performance improved dramatically — not because their skills had changed, but because their sense of purpose had.
Why passion matters in business
This story isn’t unique. Research consistently shows that passion and purpose fuel higher performance.
- Deloitte found that 87% of employees who are passionate about their work report feeling engaged and productive on a daily basis, compared to just 13% who do not.
- Gallup data shows that engaged employees drive 21% greater profitability and 17% higher productivity than disengaged peers.
Passion doesn’t just make people feel better about their jobs; it also makes them more productive. It impacts the bottom line.
The magnetic quality of passion
Passion is contagious. People want to work with — and buy from — those who are genuinely enthusiastic.
I once worked with a financial advisor who never spoke about “products” or “rates.” Instead, she discussed helping families retire comfortably, send their children to college and achieve a sense of peace of mind. Clients weren’t just buying investment plans. They were buying her belief in the future she was helping them create. Her passion was her differentiator.
In contrast, professionals who treat their work as transactional rarely inspire confidence. Their words may be technically sound, but the absence of passion creates hesitation.
How leaders can cultivate passion in their teams
Here’s the good news: passion isn’t fixed. Leaders can help their people feel more connected to their work. Here are some proven ways:
- Connect tasks to purpose.
Employees are more motivated when they see the bigger picture. A leader at a health care company once reframed weekly administrative tasks as part of “saving lives by ensuring accuracy.” That simple shift helped staff view paperwork as meaningful instead of mundane. - Celebrate impact, not just results.
Numbers matter, but stories resonate. Share customer testimonials, highlight team contributions and celebrate the difference your organization makes. This reinforces that the work matters beyond quarterly reports. - Encourage ownership.
People feel more passionate when they have autonomy. Leaders who give employees room to innovate and make decisions invite them to take pride in their work. Google’s famous “20% time” policy — which allows employees to pursue passion projects — has produced products like Gmail and Google Maps. - Model your own passion.
Leaders set the tone. If you demonstrate genuine enthusiasm for the mission, your team will follow your lead. Conversely, cynicism at the top tends to spread quickly. - Invest in growth.
Employees are more engaged when they’re learning. Providing mentorship, training and stretch opportunities shows that you value their development. That sense of progress fuels motivation.
Passion as a resilience tool
Every business faces setbacks, including economic downturns, missed targets and failed product launches. Passion doesn’t erase these challenges, but it reframes them. When employees love their work and believe in its impact, they see obstacles as problems to solve rather than reasons to disengage.
That’s why passionate teams tend to be more resilient. They bounce back faster, innovate under pressure and maintain momentum even when circumstances are difficult.
Communicating passion
It’s not enough to feel passionate — you need to express it. To do that:
- Share stories of impact at staff meetings.
- Speak with conviction about the organization’s mission.
- Recognize not just what employees do, but why it matters.
Research on persuasion shows that enthusiasm and emotional expression are powerful drivers of influence. People are drawn to leaders who speak with genuine conviction.
Reflection questions
- As a leader, how often do you share the why behind your team’s work?
- What recent story of impact could you tell to inspire your people?
- How can you more visibly model passion in your daily interactions?
Passion is not a “soft” quality — it’s a strategic asset. It drives performance, fuels resilience and differentiates individuals and organizations in a crowded marketplace. When leaders cultivate passion in themselves and their teams, they unlock not just higher engagement but greater impact.
Opinions expressed by SmartBrief contributors are their own.
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