Have you seen that post that’s doing the rounds on LinkedIn?

The one that tells the story of how a recruiter called a candidate about a new opportunity, one that would be a “big step up” from his current role, only to be declined before he’d even heard what the role was.

Slightly taken aback by this swift dismissal, the recruiter probed a little further. The candidate casually admitted that he’d “already made it to the top”.

A quick look at his resume and the recruiter was confused…He wasn’t anywhere near the top.

After hearing the bewildered pause on the other end of the line, the candidate further explained that the job he currently held was the top in his eyes.

To him, loving the work he did every day and the company he worked for, being respected and treated fairly, earning enough money to be comfortable, and having the flexibility to balance his work life with his home life WAS the definition of the top.

At this point in the LinkedIn story it goes on to say something along the lines of ‘create your own definition of success…’

But I think there’s a little ‘reading between the lines’ that needs to be done here…

A while back I wrote a blog about social vs market norms in the workplace. How, if you want to motivate an employee to give more than ‘nine-to-five’, you can’t take a one-size-fits-all approach.

As ‘timesheet culture’ becomes a distant memory, and more workplaces champion casual, social environments, today’s workforce expects reciprocation for higher commitment in the form of individual nourishment.

And decision makers need to recognize that, stat!

If you want to attract and retain the best, you need tailor the way you motivate each individual.

For example, to Sarah in the Comms team it’s knowing that if she does the work and proves she’s developed the skills she’ll be given that promotion.

For Tom in Accounts, having the flexibility to start at 9.30 on the days he’s got the kids makes all the difference.

And Geoff in HR? Knowing that his family’s medical insurance is covered only heightens his love for his job.

When it comes down to it, you won’t find a happy team clock watching or job surfing.

If you’re interested in the kind of team development that will build you a loyal, committed and effective team, get in touch. We can help to refine how you and your team interact, bringing out the best in everyone and getting you working like a well oiled machine.