In general employees remain in a company if they are paid fairly, appreciated, involved, challenged, trained, sustained, promoted, respectively if they have clear objectives and a sense of effective participation in the fulfilment of these goals.
In MYPRODUCT43 I detailed the reasons why people are looking for a new job, and retrospectively I found that in the teams where I acted as a manager, people chose to work together and did not go to other companies.
But what are the dimensions of the relationship between the company and its employees? How can we map these dimensions? How would an ideal company look like?
To understand these dimensions, I analyse Maslow’s pyramid, a well-known and applicable model that shows us what the needs and motivations of people are.
The natural question that arises is: to what extent does a company programmatic and permanently create tools, processes, programs, actions, initiatives, values to meet these needs and motivations?
In the following illustration, in a few examples, I have attempted to synthesize the implications on every dimension of Maslow’s pyramid at company / job level.
For employees, candidates and management this matrix can be a starting point in evaluation employee-company relation, being aware of the extent to which the company satisfies individual needs and motivations and whether employee involvement and contribution are correlated with the company’s expectations.
Notification: MYPRODUCT reflects my real professional experience and expertise as well as my subjectivity. I do have a profound respect for all the companies I collaborated to and for all the people I worked with. It is not my intention to approach any sensitive, confidential or offending information related to companies, projects or people. If you the reader deduct or recognise companies, projects or people in my examples, I kindly ask you to respect MYPRODUCT and my professional and ethic approach and to not share any detail, information, situation, name, company.