The subject of much writing is what value you can bring to a company in order to land that dream job and remain in that dream job over time. However an interview or an employer/employee relationship is not a one way street in regards adding value. The value a company brings to you should be closely considered not just at an interview stage but continuously throughout your career.
What are your prime motivations and objectives are in regards your career and how does a particular company add value to these objectives?
Maslow’s now famous hierarchy of needs claim that people require basic needs such as food, shelter and security satisfied first before they more onto other motivations such as love/belonging, self-esteem and finally onto the summit of the pyramid which is self-actualisation(where you meet your full potential).
For some, security of tenure is the main motivator. This is particularly true when an economy is in contraction and jobs are at a premium. In this adverse economic environment many will say that “it doesn’t matter what job I have as long as it is stable one and I can pay the bills”. Even in booming economies a certain percentage will always have this as their prime motivation due in many cases to high levels of personal debt, a large number of dependants or a feat that we may re-enter a recessionary period in the near future.
For others the prime motivation is self-actualisation; the satisfaction you get when you are using your skills and experience to their full potential and food, shelter and security is only a secondary consideration. This is particularly true in booming economies where the overall consumer sentiment is particularly high, just like Ireland at the moment.
One you have identified your core motivations in regards your career you should then evaluate whether your current employer is adding value to these objectives. If the results of this evaluation clearly show that your current employer is not adding value to your career objectives, then you should consider a career move.
The challenge for employers is to identify which tiers different employees are on Maslow’s hierarchy and how to ensure these need are satisfied in order to prevent a large employee churn.