“Sir, she has not accepted our offer”. “CEO, upgrade the ‘Manager’ to “Director” with the same compensation terms”.
Most times, Tekedia Capital startups have used clever job titles to attract talent. Sure, I understand that many look at money as the ultimate motivator at work, but one of the things I have realized is that your business card can bring self-empowerment more than anything marginal more money can bring.
As a startup leader, never think it is all about money to attract talent. Give that young man in Lagos a title of Vice President so that he can have something to brag to that young lady and future in-laws. And to the lady, you need to respect that business card with the title on it. Of course, do not abuse it if you want your firm to have credibility.
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Many firms in the US allow workers to pick their titles with CEO, president and director reserved. The key is to be smart about it. My last title in Diamond Bank was “Banking Executive”. People, “I am a banking executive with Diamond Bank”. It is now left for you to figure out that before you is a NON-Executive and nowhere near the last floor! Yes, banks are very creative with those titles; learn from them.
It’s a common conundrum faced by people early in their careers: Should you take a new job that pays better than your current gig but has a more junior title? Many people might consider that lesser title a step back. But career expert and author Kimberly Brown notes that “titles are subjective in the workplace,” so a vice president at one firm might be a manager at another. Rather than focus on title, Brown says it’s more important to consider how that new position will help your career goals and boost your quality of life.(LinkedIn News)
Comment on LinkedIn Feed
Comment 1: Tittle could be a source of impostor syndrome for some talented individuals who think safety and would rather have a modest entry into an industry or new company. Title addresses the esteem needs and represents only one-fifth of employee’s motivation according to Maslow’s hierarchy of needs.
It will not matter in the long run when more urgent and contiguous factors are not considered.
My Response: ” only one-fifth of employee’s motivation ” – so you think 20% is not significant?
Comment 1a: Definitely it is. That’s why I stated it will not matter in the long run if other more urgent and contiguous needs are not addressed.
My Response: I am saying that for most, in the long run, it is title that matters. Are you aware that people spend millions to get chieftaincy titles. Life is a stage; just know the scene you are playing. By the time you turn 50, you have met many needs “money” can buy, if you are financially successful. The next phase is where people can acknowledge that you are successful. That comes via titles.
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