Unlocking Motivations

Earlier this week someone quoted this common saying, "People don't leave because of the company; they leave because of their boss". In some cases that is true, but what about the people that liked their boss and moved on anyway? There are other motivations for moving on and frankly they don't always have to be negative!

I could go on for hours about motivations as they relate to corporate politics and life decisions, but in this case... moving on to a new job. Some people are motivated by money and some are motivated by recognition. I personally get motivated by the opportunity to learn something new and my own career progression. You may have a great boss and great relationships with your colleagues. The day-to-day environment can be stable and comfortable. The work can be interesting too, but at some point you may feel stagnant. As if you are on a hamster wheel...content, bored and moving in place.

I wouldn't classify this as disengaged, although some would argue you are in fact disengaged. The reality is that the person is engaged, but still unfulfilled. You can like your job, company, boss and work, but not be given development opportunities or a career path. There is no doubt in my mind that being your own advocate is critical to moving your career forward. You need to raise your hand for projects, ask for development, communicate the career path you are looking for and most importantly be open to feedback. However, if you advocate for yourself and still come up short, it should be no surprise when you leave for that very thing. I think the same can be said for relationships, but that is a whole different kind of blog and trust me I am better with career than love (insert self-deprecating laughter).

From a recruitment standpoint (I mean this blog is called Recruiting Diaries after all) it is critical for you to know your candidates motivations from the first call. If you get nothing else from your initial conversation... know their motivations!!!!

Why are you looking or open to a new opportunity?

Check the following:

• Location
• Work/Life Balance and Family
• Compensation
•  Benefits
• Challenge
• Development
• Recognition

Knowing motivations (in a very legal and non-discriminatory way) will help you determine if the position it right for the individual and the individual for the company. It also gives you an advantage in the negotiation and closing process. Knowing your candidates salary needs and motivations, help mitigate all of the unsuspecting road blocks. Knowing their career ambitions, development needs and past history, help you know how to sell the opportunity. Understanding their need for recognition, development needs, work history and past behaviors, help you determine if they will fit the culture and if the potential for engagement/retention is there.