“Do what you love, and you’ll never work another day in your life.” — Confucius
Think back to a time when you were so immersed in something that you lost all track of time. Maybe it was a project that sparked your creativity, a challenge that pushed you to new heights, or a moment of pure focus when everything just seemed to click. Chances are, you did some of your best work during that time. More importantly, you probably felt deeply fulfilled by the experience.
Psychologist Mihaly Csikszentmihalyi called this phenomenon Flow—a state of total absorption in an activity, where effort feels effortless and time seems to vanish. Athletes describe it as “being in the zone.” Artists call it inspiration. Whatever the name, it’s a moment of peak performance, one that often leads to extraordinary results.
As HR and L&D leaders, one of the most valuable things you can do is help your employees find their Flow — or, as we like to call it, their Spike.
What is a Spike, and Why Does It Matter?
A Spike is where deep purpose meets passion. It’s the intersection between what someone loves to do and what they do best. When employees find their Spike, they are more engaged, more productive, and more satisfied with their work.
But here’s the challenge: Many employees go through their careers without ever truly discovering their Spike. They do what’s expected, follow conventional paths, and rarely get the opportunity to align their work with their strengths and passions. The result? Burnout, disengagement, and missed potential.
For organizations, this translates into teams that are less innovative, less motivated, and less likely to go the extra mile. That’s why it’s so critical to create opportunities for employees to explore what drives them and where they can make the biggest impact.
How to Help Your Team Find Their Spike
Helping employees discover their Spike is not just a feel-good initiative—it’s a business imperative. Research shows that organizations with engaged employees outperform those without by up to 202%. When people work in areas that align with their strengths and passions, they are not only happier but also more effective.
So, how can HR and L&D professionals facilitate this process? Here are a few key approaches:
1. Encourage Self-Reflection
Finding a Spike starts with self-awareness. Encourage employees to ask themselves:
- What activities make me lose track of time?
- When do I feel most energized and alive at work?
- What are my natural strengths?
- Where do I add the most value to my team or organization?
- How do I want to measure success in my career?
These questions help individuals uncover what truly excites them and where they can make their greatest contributions.
2. Create a Culture of Exploration
A rigid job description can be limiting. Instead of keeping employees boxed into predefined roles, create opportunities for them to explore different projects, departments, and skills. Job rotations, mentorship programs, and stretch assignments are great ways to help employees discover new strengths and interests.
3. Provide Meaningful Feedback
People often don’t see their own strengths clearly. Feedback from peers, managers, and mentors can help employees identify what they excel at and how their unique talents contribute to the organization. Instead of focusing solely on areas for improvement, encourage a strengths-based feedback approach.
4. Support Purpose-Driven Work
Employees are more likely to find their Spike when they see meaning in their work. L&D initiatives should help employees connect their day-to-day tasks with the bigger picture. This could mean showing how their work impacts the organization, the customer, or even the world at large. Simon Sinek’s “Start with Why” framework is a great tool for helping employees discover a deeper purpose in their work.
5. Design Learning Experiences that Nurture Strengths
Not all training programs should be one-size-fits-all. Offer personalized development opportunities that allow employees to deepen their expertise in areas they are naturally drawn to. Whether it’s through customized learning paths, coaching, or experiential learning, giving employees the freedom to focus on what excites them leads to better engagement and results.
The Role of Leaders in Helping Employees Find Their Spike
Leaders and managers play a crucial role in guiding their teams toward their Spike. Unfortunately, many managers focus more on performance management than potential management. Shifting this mindset can have a profound impact on both individual and organizational success.
Great leaders help their team members by:
- Observing and listening: Paying attention to what excites and energizes employees.
- Asking powerful questions: Encouraging employees to reflect on their strengths and interests.
- Providing opportunities: Assigning projects that align with individual Spikes.
- Removing barriers: Eliminating roadblocks that prevent employees from doing what they do best.
Why Finding a Spike is a Win-Win for Organizations
When employees find their Spike, it’s not just beneficial for them—it’s a win for the entire organization. Companies that cultivate environments where people can align their passions and strengths with their roles see:
- Higher levels of engagement and job satisfaction
- Increased innovation and creativity
- Improved collaboration and teamwork
- Lower turnover rates
- Greater overall productivity
Moreover, organizations that prioritize employee growth and fulfillment tend to attract top talent and retain them for longer. In a world where job-hopping has become the norm, companies that help employees find meaningful work gain a strong competitive edge.
The Journey to Finding a Spike is Ongoing
Finding a Spike isn’t a one-time exercise — it’s a continuous journey. As individuals grow and evolve, their interests, skills, and career goals may shift. Organizations that recognize this and provide ongoing support for exploration and growth will be the ones that thrive in the long run.
So, as an HR or L&D leader, ask yourself: What are you doing to help your team members find their Spike? The investment in uncovering and nurturing each employee’s unique potential will pay off in ways you can’t even imagine.
Final Thoughts
The most successful teams aren’t built by simply filling positions with qualified candidates. They’re built by creating an environment where people can discover what truly drives them and leverage their strengths in meaningful ways. Helping employees find their Spike is one of the most powerful ways to unlock their full potential — and in doing so, transform your organization into a place where people don’t just work, but thrive.