And a few things that just might

Many clients have come to a session in a dejected mood.  There are any number of reasons for this situation.  It can be the result of a difficult conversation – either with a manager or with a team member.  Sometimes a project or proposal did not turn out the way they hoped.  Or a performance review with some negative comments.  And even a client who feels undervalued and underpaid.  Most organizations frown on the comparison of salaries but, ultimately, if you want to know you’ll be able to find out.  In that last situation, we talk about what the money represents and the bigger picture when it comes to job satisfaction and fulfillment.

Is there an element of fairness? Sometimes.  Can there be outside factors that prevent a higher salary or bigger raise?  For sure.  The important thing to remember is that money – above a certain level – plays a very small role in your outlook or perspective.  I look at this as the overlap between Maslow’s Hierarchy of Needs and organizational behavior.

With Maslow, the bottom of the pyramid represents the basic physiological needs.  Food, air, warmth, rest.  And those must be met to move up the pyramid to safety needs – personal security, shelter, employment, and health.  In organizational behavior, the threshold to greater enlightenment comes when the bottom levels are satisfied – a salary the meets your needs, perhaps health insurance, and a 401k plan.  However, there is so much more to think about when it comes to your satisfaction.  Here are some motivators or indicators of job satisfaction:

Liking the people you work with – In many cases, you will spend more hours of the week with your work colleagues than you will with your actual family.  Liking and respecting your co-workers and clients and feeling it being reciprocated is a big component to being happy at work. 

Having some autonomy – The ability to have some autonomy of your work is important.  That can be autonomy over time (when you get things done), task (the technical elements of your job), team (who you get to work with), and technique (how to complete the work).  When people are given the appropriate level of autonomy, they feel greater investment and choice.

Recognition – I’m often struck by an organization’s failure to recognize a job well done.  The awareness and willingness to highlight an individual who has excelled, even without additional compensation, is an indicator that you are valued.  If some money or other reward comes along with it, great but the value of the recognition often outweighs the reward.

Access to Leadership – Most