In episode 147, high-stakes headhunter Scott Love talks about employee loyalty, human needs, and what motivates people in the workplace.
People work out of self-interest. Loyalty comes out of an emotional context – often related to one’s direct supervisor. When employees refuse another job and insist that they “love it here,” positive feelings about the boss and company often drive that. It’s part of the manager’s job to figure out the underlying reason and associated action steps toward facilitating such positive feelings.
Abraham Maslow’s model of human helps identify means to stoke employee motivation. The culture and attitude of a workplace can make it a happier environment. Culture and attitude are key things a manager should influence. A manager should take care to be aware of people’s needs and be creative in meeting those needs in a practical way. Maslow’s model is a great guide in identifying such needs and approaches to meeting them:
- Need for immediate survival. (This is usually handled automatically via simply getting a paycheck.)
- Need for safety. Show economic security within the work.
- Need for affiliation. Facilitate connection among people.
- Need for recognition. Offer rewards, praise, awards.
- Need for self-actualization. Connect people to a noble goal with mission, vision, and values–beyond profit or shareholder value.
Managers can and should take action steps in addressing those needs. Simple things like offering small monetary prizes for achieving key milestones can make a big difference. If you can make work more of a game, then it won’t be nearly as taxing or tedious. Doing so will also show your team you care about them. Thus, you become “follow-able.”
Listen to/read the whole conversation HERE.
P.S. Thanks for all your kind words (and record high downloads!) on Monday’s one-year anniversary episode. Here’s to a fantastic year two!