Post by account_disabled on Feb 20, 2024 2:04:41 GMT -5
Corporate purpose has gained great relevance in the business world in recent years. It refers to the reason for being of a company , beyond simply obtaining economic benefits. Companies with a clear purpose seek to positively impact society and the environment, and this approach has been shown to have a significant impact on employee satisfaction and engagement, according to Harvard Business Review (HBR). The evolution of human needs To understand why corporate purpose is what employees value most, it is helpful to consider the evolution of human needs. Abraham Maslow, a famous psychologist, developed a theory that described a hierarchy of human needs. According to Maslow, once basic physiological and safety needs are satisfied, people seek love and belonging, followed by self-esteem and prestige, and finally, self-actualization. While this theory of Maslow has been widely accepted for decades, today it has become obsolete in the workplace context. Today, many companies operate in knowledge and service economies, where they strive to meet all the needs of their employees, including amenities such as meals and gyms. Survival is no longer a concern in these environments, as physiological and safety needs are amply met.
It is important to note that as you move beyond the basic needs layer in Maslow's hierarchy, the rest of the pyramid becomes less relevant. People do not need to be loved before striving for prestige and achievement. They also do not wait for those needs to be met before seeking personal growth and self-expression. So if Maslow designed his Chile Mobile Number List pyramid from scratch today to explain what motivates people at work, what would it look like? At Facebook, research was conducted in collaboration with HBR's people analytics team to answer this question. After analyzing hundreds of thousands of responses from collaborators, they identified the purpose within the categories of motivators that collaborators value most, career, community are the remaining categories. what employees value most What employees value most The success of a company depends not only on its products or services, but also on the satisfaction and commitment of its employees. Understanding what employees truly value in their workplace is essential to driving workforce productivity and loyalty. In this context, three key elements stand out that have a significant impact on employee motivation and engagement: Career, Community and Purpose.
Career: This aspect relates to the job itself. Employees value having a job that gives them autonomy, allows them to use their strengths and promotes their learning and development. Job satisfaction is at the heart of intrinsic motivation. When people feel that their work allows them to grow and contribute, they are more engaged and satisfied. Community: Relationships and social interaction are essential in the work environment. Feeling respected, cared for and recognized by others boosts our sense of connection and belonging. Community at work is not just about teammates, but also about company culture and how you relate to your employees. Purpose: Purpose is the deepest dimension that employees value. It refers to feeling that you are having a significant impact, identifying with the organization's mission and believing that you are contributing to the well-being of the world. Having a purpose at work is a source of pride and satisfaction. These three pillars make up what is known as the psychological contract, which are the unwritten expectations and obligations between collaborators and employers. When this contract is fulfilled, employees bring their best version to work. But when it breaks, satisfaction and commitment decrease, resulting in lower performance. The importance of balance In the past, many organizations built cultures around just one of these aspects of the psychological contract. They could recruit, motivate, and retain employees by promising a great career, a close-knit community, or a meaningful purpose. However, Facebook research showed that many people want all three pillars.
It is important to note that as you move beyond the basic needs layer in Maslow's hierarchy, the rest of the pyramid becomes less relevant. People do not need to be loved before striving for prestige and achievement. They also do not wait for those needs to be met before seeking personal growth and self-expression. So if Maslow designed his Chile Mobile Number List pyramid from scratch today to explain what motivates people at work, what would it look like? At Facebook, research was conducted in collaboration with HBR's people analytics team to answer this question. After analyzing hundreds of thousands of responses from collaborators, they identified the purpose within the categories of motivators that collaborators value most, career, community are the remaining categories. what employees value most What employees value most The success of a company depends not only on its products or services, but also on the satisfaction and commitment of its employees. Understanding what employees truly value in their workplace is essential to driving workforce productivity and loyalty. In this context, three key elements stand out that have a significant impact on employee motivation and engagement: Career, Community and Purpose.
Career: This aspect relates to the job itself. Employees value having a job that gives them autonomy, allows them to use their strengths and promotes their learning and development. Job satisfaction is at the heart of intrinsic motivation. When people feel that their work allows them to grow and contribute, they are more engaged and satisfied. Community: Relationships and social interaction are essential in the work environment. Feeling respected, cared for and recognized by others boosts our sense of connection and belonging. Community at work is not just about teammates, but also about company culture and how you relate to your employees. Purpose: Purpose is the deepest dimension that employees value. It refers to feeling that you are having a significant impact, identifying with the organization's mission and believing that you are contributing to the well-being of the world. Having a purpose at work is a source of pride and satisfaction. These three pillars make up what is known as the psychological contract, which are the unwritten expectations and obligations between collaborators and employers. When this contract is fulfilled, employees bring their best version to work. But when it breaks, satisfaction and commitment decrease, resulting in lower performance. The importance of balance In the past, many organizations built cultures around just one of these aspects of the psychological contract. They could recruit, motivate, and retain employees by promising a great career, a close-knit community, or a meaningful purpose. However, Facebook research showed that many people want all three pillars.