“Seems like everybody's got a price
I wonder how they sleep at night
When the sale comes first and the truth comes second
Just stop for a minute and smile…
It's not about the money, money, money”
- Jesse J
Well, of course, money does play a part in our career choices but it shouldn’t be our sole deciding factor. We need it to pay the bills, feed the family and maintain our lifestyle...does more money equate to more quality of life? I am talking here about successful professionals changing careers where the baseline factors such as food, shelter, tools of trade etc are provided. According to Herzberg’s Two Factor Theory or hygiene vs motivation model, any satisfaction from salary, company car etc is short lived and rather factors such achievement, recognition, responsibility and growth have longer term effects on job satisfaction.
There is a lot of talk about “engagement” of staff from a management perspective, but what does this mean for you as the employee. Scarlett Surveys have found that "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work". Gallup has previously estimated that employee disengagement costs US employers $300 billion every year and engaged or committed employees usually take fewer sick days and generate an average of 43% more revenue.
With this in mind it makes sense to look for a role and join a company that you can become “engaged” with, be happy in your work and in turn perform at your best, which in a kpi driven environment, could well result in increased monetary rewards for you.
The job search and job interview processes are a two way street and whilst as a job seeker you are primarily the one answering the majority of the questions in an interview, you will benefit from researching the realities of working for your potential employer. This can be done by internet research regarding company performance and reputation, speaking with past or current staff, observing communication styles and workplace interactions as well as the interview process itself. Do you align yourself with their company values? Do they demonstrate these values through their behaviour? You will have the opportunity to ask questions both at the interview but also of your recruitment consultant – they are invested in your success as well so making the right match is important to them also. Chose questions that have a real relevance to you and your needs, such as; Why is this role vacant? How would your staff describe your management style? How has the territory been performing? And, what are your expectations for this year?
According to Marcus Buckingham, “Study after study shows that people leave because of their direct supervisors, more so than any other reason” so ensuring that you and your potential manager are compatible, share similar work ethics and have the same performance expectations is important for your future happiness in a role.
Hygiene factors do need to be met which is why a recruiter will ask you for your minimum salary and package expectations. Then, on top of this, finding out what your key motivators are will help identify the “right fit” company and role that will empower you to achieve results. Jumping roles purely for perceived increase in salary rarely achieves happiness and rather than demonstrating drive often shows up on resumes as unstable job hopping. Over time salaries don’t increase exponentially, you can’t expect to add an extra $10K every time you change jobs unless the responsibilities and performance expectations change accordingly. Rather than show increasing salaries, recent salary surveys in the medical &pharmaceutical sales market indicate changes in the number of companies paying the median or an increase in variable income potential with only slight increases to average base salaries.
A truly engaged employee in the right role will have the found the balance between level of role, quality working relationships and communication, values match, scope to achieve results/ potential advancement or work/life balance. Sound like an unachievable utopia? I don’t think so, knowing what you need out of a work environment and what motivates you is the first step. Not everything on the “wish list” needs to be ticked, just focus on the MOST important ones, the deal breakers. With these covered then the other stuff will seem less significant. To find yours check out the Ideal Job Plan and remember...
“Ain't about the cha-ching, cha-ching
Ain't about the ba-bling, ba-bling
Wanna make the world dance
Forget about the price tag”
- Jessie J