Turnover Issues at Large Technology Firms

Motivation multiplied by ability equals performance. In Google, a technological multinational corporation, all employees have high abilities, but not necessarily high motivation. Motivation -- the desire, effort, and passion to achieve a goal, is particularly vital for the growing company as "some of its best engineers are chafing under the growing bureaucracy and are leaving to start or work at smaller, nimbler companies." Recent departures range from low level engineers to prominent product managers.

Employees are leaving because they are unsatisfied working in Google. While their needs and the corresponding desire to fulfil those needs vary, what Maslow terms "Self Actualization needs" are not. Situated at the top of Maslow's hierarchy, this is the need to develop one's full potential. From the New York Times Article Google Grows and Works to Retain Nimble Minds, Google provides (for most employees) all the lower levels such as Physiological, Safety, Social, and Esteem Needs. Physiological needs or basic necessities such as food and water are easily managed by a generous salary, stock options, free food, and dry cleaning, while Safety Needs are met as good employees (who are the ones leaving) have job security. Social Needs are handled with collaborative group-work and having a beautiful and convenient workplace to socialize. Self-Esteem needs, or the need for recognition and acknowledgement from others, as well as self-respect and a sense of status and importance, are satisfied as employees are given unprecedented resources and influence in the prestigious company. When one need is satisfied, another, higher-level need emerges and motivates employees to satisfy it. With lower level needs currently satisfied, Google employees can only be further motivated, and accordingly perform well, by self actualization.