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3 Reasons People Quit That Have Nothing to Do with Money
Guest articles > 3 Reasons People Quit That Have Nothing to Do with Money
by: Lisa Earle McLeod
In a recent study, 89% of employers assume that their employees leave for more money elsewhere. But in reality, studies from Gallup and the Incentive Research Foundation reveal only 12% of employees actually earn more from their next company.
In my experience, people become demotivated first. The decision to leave for another job, whether it pays more or not, is an outcome of the lack of motivation and engagement. Itâ€™s not the cause.
So what does actually motivate people?
Maslowâ€™s widely known and accepted hierarchy of needs gives us some clues. Once people get past food and shelter, which in todayâ€™s world is accomplished via money, humans want belonging, self- esteem, and ultimately, self-actualization.
It doesnâ€™t matter whether youâ€™re at work, home, or someone in between the needs stay the same. And despite our belief that we are more sophisticated and evolved than previous generations, the 1961 book, "The Achieving Society pretty much nailed employee motivation. Pre-Internet, pre-cell phone, pre-millennials, pre-the birth of this writer, author David McClelland identified the three motivators that can keep you in a job or drive you away from one. McClellandâ€™s theory is that most of us are driven by one of these three things:
1. Need for achievement
McClelland describes the need for achievement as a drive to excel in the set standards. Someone with a high achievement need is more likely to choose a difficult vocation. Brain surgeons arenâ€™t content to be average. Employees with a high need for achievement are more likely to be effective leaders.
People with a low need for achievement typically focus on avoiding failure. Great for an assembly line worker, but not so great for an employee who needs to make decisions. However people can be trained to have a high need for achievement. One of our clients, Foundation Supportworks, refers to this as â€śThe Gift of High Expectations.â€ť They believe employees need to feel challenged to achieve a sense of accomplishment.
Managers can: provide clear and high expectations. Top performers
thrive on deadlines and tough projects.
2. Need for Power