success + economy

Stock Price

Stakeholder-driven companies outperform S&P 500 by 100% (Torrey Project, 2019)
Purpose-driven companies posted a 9.85% CAGR, versus 2.4% for the S&P Consumer Sector (Korn Ferry, 2016)
Purpose-driven companies outperform the market by 15:1 (Collins, Porras, 2001)
Purpose-driven companies outperform their peers by 12:1 (Corporate Culture and Performance, 2011)

Income and Wealth

Purpose is correlated with higher incomes and net worth (Carelton, Cornell, West Virginia, Northwestern, 2016)
Purpose is correlated with a 47% increase in the experience of abundance (Leider/Metlife, 2009)
Purpose-driven employees are 10% more likely to have received a raise in the last 12 months (BetterUp, 2019)

Profitability

Customer Loyalty

Global consumers are 4-6x more likely to trust, buy from, champion and protect companies that lead with purpose. (Zeno, 2020)
6 of every 10 consumers, and 9 of 10 millenials, say they will buy from a company that leads with purpose (Cone/Porter Novelli, 2018)
87% of global consumers believe businesses should put at least as much emphasis on social interests as business ones (Edelman, 2017)
Gen-Z consumers are 85% more likely to trust a brand, 84% more likely to buy their products, and 82% likely to recommend that brand to their friends and family if a brand supports a cause (Fuse, 2015).
6 of every 10 Americans would choose, switch, avoid or boycott a brand based on its stand on societal issues, compared to 5 of 10 in 2017 (Wall Street Journal, 2019)
57% of high-income global customers are belief-driven buyers (Edelman, 2017)
55% of global customers will pay more for a product that has a higher purpose (Nielsen, 2014)

Reputation

72% of adults believe public companies should be mission-driven (New Paradigm, 2019)
62% of adults want companies to take a stand on current and broad social, economic and environmental issues (Accenture, 2018)

Employee Performance and Engagement

Executives in flow (a component of purpose) are 500% more productive than those not in flow (McKinsey & Co., 2013)
Purpose-driven employees have an average annual output that is $9.1k higher than those without purpose (BetterUp, 2019)
For every 10k employees who have a sense purpose and meaning, there ate $82M in productivity gains and 19.5k fewer days of paid leave per year (BetterUp, 2019)
Purpose-driven employees are 125-225% more productive (Bain & Company, 2017)
Purpose is correlated with a quadrupling of the likelihood of being engaged at work (Gallup/Healthways, 2013)
90% of global employees in purpose-driven companies are engaged (Korn Ferry, 2016) vs. 13% of the global workforce who are engaged (Gallup, 2013)

Organizational Commitment

Purpose is correlated with a 333% increase in organizational commitment (Kumanu / Harris Poll, 2021)

Leadership

Purpose is correlated with an increase in the likelihood of being in leadership by 50% (Imperative / NYU, 2016)
Purpose-driven leaders have employees who are 70% more satisfied, 56% more engaged and 100% more likely to stay with the organization (Harvard Business Review, 2014)
Purpose-driven leaders have a leadership effectiveness score that is 63% higher than reactive leaders (University of Notre Dame, Mendoza College of Business, Anderson, Adams, Mastering Leadership, 2016)

Strategy & Innovation

91% of global executives link a strong corporate purpose with profitability (Deloitte, 2013)
87% of global executives believe companies perform best when their purpose is beyond profit (Ernst & Young, 2015)
Purpose-driven companies have 30% higher levels of innovation (Deloitte, 2020)
Purpose-driven mission statements rated the #1 strategy and management tool by senior managers (Bain & Co., 1996)
83% of global executives believe purpose helps them stay ahead of industry disruption (Deloitte, 2014)
84% of global executives believe purpose is required to implement new strategies (Harvard Business Review, 2015)
Personal purpose is cited by global CEOs as one of the top 3 things (along with ethics and values) to focus on (IBM, 2012)
In 2014, "purpose", "mission" and "change the world" were mentioned 3,243 times on earnings calls, investor meetings and industry conferences, a 40% increase over 2009 (Factiva, 2015)

Job Satisfaction

Being connected to your purpose or the company's purpose is ranked the #1 factor in job satisfaction, and is more than 2x more important that the next factor, company leadership (Happiness Research Institute, 2015)
Purpose is 2x more important than compensation and career advancement (PwC, 2019)
If one is not fulfilled at work, there is a 1% chance of being fulfilled in life (Imperative, 2019)
Meaning at work accounts for 48% of meaning in life (University of Applied Sciences, 2019)
Purpose is correlated with a 64% higher level of career fulfillment (Imperative / NYU, 2015)
Purpose is correlated with a 50% greater likelihood of having meaningful relationships at work (Imperative / NYU, 2015)
Purpose is correlated with a 54% greater likelihood of believing work has a positive impact (Imperative / NYU, 2015)
Purpose is correlated with a 47% increase in the likelihood of promoting one's employer (Imperative / NYU, 2015)
Meaningful work is desired consistently across the socioeconomic spectrum (UW - Milwaukee, 2019)
Purpose is correlated with greater job satisfaction in new employees (Concordia, 2022)

Hiring and Retention

People who are fulfilled are 2x as likely to stay with a company for 5 years, and 3x as likely to stay for 10 years (Imperative Workforce Purpose Index, 2019)
Purpose-driven employees have a tenure that is 7.4 months longer than those without purpose (BetterUp, 2019)
83% of millenials would be more loyal to a company that helps them contribute to social and environmental issues (Cone, 2016)
Purpose-driven employees are 69% less likely to quit in the next six months versus those without purpose (BetterUp, 2019)
Purpose-driven companies have 43% higher levels of retention (Deloitte, 2020)
In toxic workplaces, employee intent to leave is reduced by 58% for employees who report above average workplace meaning (BetterUp, 2019)
70% of American workers would accept a more fulfilling job offer (PWC/Imperative/CECP, 2018)
75% of Millenials will choose to work for or do business with a company that does good in the world (Deliotte, 2016)
90% of employees are willing to trade a portion of their lifetime earnings for more meaning (BetterUp, 2019)
Employees are willing to trade 23% of their annual income in perpetuity for meaningful work (BetterUp, 2019)
70% of Millenials want to live their purpose at work (Harvard Business Review, 2014)

Workplace Safety

Experiencing work as a calling creates fewer accidents at work (Beijing University, 2019)

success + ​economy