In primary healthcare, various professions and roles need to collaborate to treat the constant influx of patients. Notorious problems of stress, high workload, high staff turnover, etcetera, make this collaboration even more challenging. Well-functioning organizational routines are needed to coordinate work, ensure patient safety, and the correct and equal treatment of patients. However, if the routines are perceived as meaningless, there is a high risk that professionals will deviate from them. Therefore, it is essential that the routine is perceived as meaningful to motivate all those involved to uphold the routine. Although the subjective meaningfulness of work has been found to have beneficial performance outcomes, it has rarely been connected to organizational routines. We, therefore, explore how organizations can foster meaningfulness in routines. Based on a thematic analysis of interviews with staff at three primary care units, six sources that make routines perceived as meaningful were identified. Also, we discuss and identify two types of organizational practices that can foster meaningfulness in routines, internalization practices and collectivization practices, that are summarized as 6C’s. Our findings have significant implications for healthcare organizations and are relevant for organizations in other contexts where different professional groups collaborate.