I am continuing posting of my writing here after nearly 2 months of moving house from Blogger to WordPress. This is my writing about an article by Timothy Butler and James Waldroop in HBR in Sept-Oct 1999. This article is about retaining best people.
The research by the authors began in 1986 for a period of 12 years. The authors have interviewed 650 professionals from a wide range of industries and a battery of psychological tests were doneon the interviewees in order to assess what factors contribute to their work satisfaction. The authors have drawn aconclusion that you can retain your best people if they are satisfied at workand if the job matches their “deeply embedded life interests” that will lead towork satisfaction.
What are “Deeply Embedded Life Interests”?
These are not hobbies (e.g. opera, skiing…etc) nor are topical enthusiasms such ashistory, politics or investment. “Deeply Embedded Life Interests” are long-held, emotionally driven passions, intricately entwined with personality and these bon of anindeterminate mix of nature and nurture. The word “embedded” implies that these interests are hidden within oneself which is not easily uncovered. These interests also do not determine what people are good at; instead drive whatkinds of activities that make them happy. The research has shown that deeply embedded life interests start showingin early childhood, then embedded and forgotten, and remain relatively stable throughout our lives. Where as education and training would equip someone smart to succeed in virtually anyjobs that throw at him/her. Most people grown up to fulfill other people’s expectation on them due to thesubject their parents selected, the first successful job application or the career path with least resistance.