Comments on: Why work? http://6seconds.org/blog/2008/04/27/why-work.html Emotional Intelligence News and Views Fri, 04 Jul 2008 18:27:53 +0000 http://wordpress.org/?v=2.3.1 By: MM http://6seconds.org/blog/2008/04/27/why-work.html#comment-435 MM Sat, 07 Jun 2008 00:51:39 +0000 http://6seconds.org/blog/2008/04/27/why-work.html#comment-435 I've always felt that I work for a deeper purpose. We need a set amount of money to live and be comfortable but beyond that it's all icing. In some ways I'd like to see the US go towards socialism though I know it would never work. I’ve always felt that I work for a deeper purpose. We need a set amount of money to live and be comfortable but beyond that it’s all icing. In some ways I’d like to see the US go towards socialism though I know it would never work.

]]> By: Josh http://6seconds.org/blog/2008/04/27/why-work.html#comment-355 Josh Wed, 30 Apr 2008 16:20:41 +0000 http://6seconds.org/blog/2008/04/27/why-work.html#comment-355 That's reassuring! I'd contend that belonging/acceptance and making a difference are universal needs. Maybe in a Maslow sense, first we need to survive (make money), but I see very poor people (e.g., subsistence farmers in rural Africa) who are very happy... and very connected... and making a big difference in their family and community. Anyway, this has big implications in the "war for talent" -- we've been telling leaders: If you want top talent, create a great place to work. Similarly we've found that talented people say they leave a job for material reasons, but they STAY for relational/purpose reasons. But why do so few leaders take this seriously? How can they continue in the old thinking that "if I pay well, I'll get great people"? That’s reassuring! I’d contend that belonging/acceptance and making a difference are universal needs. Maybe in a Maslow sense, first we need to survive (make money), but I see very poor people (e.g., subsistence farmers in rural Africa) who are very happy… and very connected… and making a big difference in their family and community.

Anyway, this has big implications in the “war for talent” — we’ve been telling leaders: If you want top talent, create a great place to work. Similarly we’ve found that talented people say they leave a job for material reasons, but they STAY for relational/purpose reasons.

But why do so few leaders take this seriously? How can they continue in the old thinking that “if I pay well, I’ll get great people”?

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