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People or profit?

We have a question for you; what comes first the economic needs of your organisation or the human needs of your people?  It is a classic Catch 22; without achieving profit or reaching targets, an organisation cannot survive, but without the commitment of its people a business cannot achieve profit!

CragRats believe that in order to maintain a competitive edge it is crucial to invest in your people and understand what motivates them to achieve.  So, to help with this we have put together a short guide to Anthony Robbins’ ‘six human needs’ – a useful tool when evaluating or developing a management strategy.

Robbins’ work is a contemporary take on Maslow’s ‘hierarchy of needs’ and is used by management and training consultants to inform training and transformational change programmes.  Use this list to evaluate your personal motivations and examine which ones seem the most significant to you. Then, look at what you do to fulfill the needs of your employees.

1. Certainty/Comfort.
We all need a certain level of comfort and certainty in our working lives in order to feel secure. Pleasant working conditions, clear communication and a strong organisational structure all play a part in ensuring that people feel secure in the workplace.
2. Variety.
Although we all want certainty we also need variety.  People become de-motivated and unproductive when they are not stimulated by variety.  In order to motivate your people it is important to find the right balance between certainty and variety.
3. Significance.
People also need to feel that their contribution to the organisation that they work for is important – whether it is the cleaner or the Managing Director!  Valuing and recognising individuals contributions is a vital part of this process.
4. Connection/Love.
In the most successful organisations, the people feel a connection to its core values and a sense of belonging. People need to feel that they are part of a community that reflects their morals and aspirations.
5. Growth.
Forward thinking organisations recognise people’s personal growth targets and work with individuals to help them achieve their goals.
6. Contribution.
Everyone within an organisation has the desire to contribute something of value— to make a meaningful contribution to the cause.

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