Sunday October 13, 2013 | 04:36 PM
Posted by Scott Woodard

 A few days ago, I posted, on LinkedIn, a link to an article from Inc. Magazine, "10 Things Employees Want More Than a Raise".  I often post on LInkedIn - as well as other social media platforms - but this particular link received the highest number of hits of any previous posts.  Clearly, something resonated with my LinkedIn network.

Geoffrey James, the author, listed what he thought employees really wanted:

  1. To feel proud
  2. To be treated fairly
  3. To respect the boss
  4. To be heard out
  5. To have a personal life
  6. To be coached, not micromanaged
  7. To see the jerks get fired (he didn't use the word "jerks")
  8. To feel less stress
  9. To have a little security
  10. To beat the competition

James' 10 items are probably not surprising, nor are the all that new.  A few years ago, Dan Pink wrote a book entitled "Drive: The Surprising Truth About What Motivates Us" where he noted that 

"Too many organizations - not just companies, but governments and nonprofits as well - still operate from assumptions about human potential and individual performance that are outdated, unexamined, and rooted more in folklore than in science."

Pink called for an upgrade to "Motivation 3.0" to replace the old operating system of short-term incentive plans and pay for performance.  Motivation 3.0 incorporates three essential elements: Autonomy - the desire to direct our own lives; Mastery - the urge to improve on something that matters; and Purpose - the desire to do something in service, larger than ourselves.

Autonomous people, working toward mastery perform at very high levels.  But those who do so in the service of a greater objective - greater than themselves - achieve even more.  Thus, in Motivation 3.0, purpose maximization, along with profit maximization, is an aspiration and guiding principle.  Pink contends that the "move to accompany profit maximization with purpose maximization has the potential to rejuvenate our business and remake our world" (my emphasis).

So, if you're running an organization, are you running on an outdated operating system or have you upgraded to Motivation 3.0, which will provide greater performance.  As an individual, can you embrace the elements of Motivation 3.0 to enhance your performance within the organization?

As an employee, which of James' 10 items above would you want most instead of money?  What's missing from the list?

 

About this Blog

Barbara Babkirk is a Master Career Counselor and founder of Heart At Work Associates, a career counseling and outplacement firm in Portland.

With a focused and intuitive approach, Barbara makes a difference in people’s lives by helping them design a new life chapter. She has a successful record guiding career transitions for professionals ranging from executives and artists to attorneys and entrepreneurs.

An expert in her field, Barbara is a public speaker on work-related topics writes a solutions-oriented column about work for the Portland Sunday Telegram.
www.heartatworkassociates.com
barb@heartatworkassociates.com

 

Scott Woodard is a career coach with Heart At Work Associates, a career counseling and outplacement business in Portland, Maine.

Scott works with clients to identify and articulate their value and their personal brand. He helps clients develop clear, concise and crisp messaging to convey their particular difference, their achievements and their approach.

Scott coaches clients to market their brand through social media platforms, especially LinkedIn. He offers monthly workshops on how to make the most of LinkedIn for businesses or job seekers.
www.heartatworkassociates.com
scott@heartatworkassociates.com

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