Maslow's hierarchy of needs has been successfully applied to the workforce for years. And while it is an excellent model, our individual needs often vary in priority. Certainly they can be expanded upon from Maslow's initial writings.
My hierarchy of needs, like many others, does not place compensation at the top of my list of goals. Rather, Christian's hierarchy starts with what I will call conviction, moves to empowerment and position, and then finally gets to, compensation. When these fundamental needs are met, I have found what I need in my work life and am happier and more productive as a result.
Let me be more specific:
Conviction - Described as a firm belief in the mission of the company, and my role in fulfilling that mission. I want to believe in the work that I do. I need to believe that my efforts contribute to something greater than just providing an income.
Empowerment - An overly used term, but one that I will not shy away from. I must be able to use my skill, experience, and discretion to execute my responsibilities. I need to be empowered to fulfill my conviction.
Position - An alpha at the core, I need to have the position to make dramatic, sweeping, and often, organization-wide changes.
Compensation - Fair compensation that is commensurate with my contribution.
After leaving my former employer Publicis, I documented my needs and have weighed options based on their ability to fulfill these requirements. I believe I am close to selecting the firm and role that will accommodate me perfectly.
I still intend to write about leadership characteristics and principles. The two principles I would highlight here as they relate to this topic:
1 - Know yourself (and seek self improvement) - Know what you require to feel that your needs are met. Document, understand, and aggressively pursue their fulfillment. Don't pursue compensation simply because you feel salary is the benchmark of success.
2 - Know your people (and their strengths and weaknesses) - Consider your peoples' hierarchy of needs, and seek to help your associates fulfill them. Guard against attempting to address all needs with compensation, or risk losing people as they find fulfillment elsewhere.
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