How is Maslow’s hierarchy of needs related to employee engagement?
Have you ever wondered if employees actually show up, motivate them to feel like they are doing their best and doing their job? The answer is probably in the hierarchy of psychology, particularly Maslow’s needs. Introduced by Abraham Maslow in 1943, this theory explains the fundamental needs of humans to act like they are. And while these needs generally apply to your lifestyle, they also play a major role in the workplace.
But first, let’s take a look at the needs that Maslow is talking about. Imagine the theory as a pyramid. At the bottom you have physiological needs, including food, water, shelters and other things you need to survive. Next, there are safe needs, environments that feel safe. In the pyramids, there is a high need for love and belonging to feel connected to other beings. Secondly, there is a need for respect and the way we want to feel valued and respected. Finally, at the top of the pyramid are self-realization needs, including personal growth and fulfillment.
However, is it important to study this theory to enhance employee engagement? It’s not necessary, but it’s extremely useful because understanding and applying Maslow’s hierarchy in the workplace allows employees to create an environment that feels safe, valuable and inspirational. And when employees are satisfied like that, they are more enthusiastic, productive and committed to their work. So let’s discover how Maslow’s hierarchy of needs applies to employee engagement.
Maslow hierarchy of needs applied to employee engagement
Physiological needs
If they are hungry, exhausted or uncomfortable, no one can focus on their work. When it comes to employee engagement, the physiological needs in the workplace are to ensure that employees are what they need to be completely productive. This includes competitive salary, allowing you to access quality living without worrying about table bills, rent or food. Aside from pay, workplace comfort is also important. A fully equipped office protects employees from long hours of sitting in front of a computer and provides better concentration. Finally, don’t forget to take breaks frequently. Quick walks, coffee breaks, and lunch also refresh your mind and increase your overall productivity.
Safety needs
Engaged and motivated employees feel safe. Therefore, if Maslow’s hierarchy of needs applies to employee engagement, staff should ensure job safety. For example, a work environment with frequent layoffs is stressful and cannot stimulate either engagement or motivation. All you can do is provide long-term contracts and transparent communications about the future of the company. Don’t forget to keep the workplace safe. This means that you must comply with all regulations, provide ergonomic equipment and be prepared for natural disasters, earthquakes or fires. Additionally, employees need to feel safe in terms of their health. Health insurance, wellness programs and paid sick leave are essential. Employees who know they can take care of themselves and their families without extra costs are valuable, productive and have built a more loyal connection with the company.
Needs for love and belonging
People want a sense of community, and engagement soars when businesses encourage strong relationships between employees. You can start by creating a supportive work environment. This means that your people should feel comfortable expressing their ideas without fear of judgment. Therefore, practice open communication, provide mentorship programs and create discussion spaces. Next, we aim to collaborate. Teamwork can motivate people, managers can assign projects that require inter-departmental work, celebrate team achievements, and make sure all voices are heard. Regular check-ins, brainstorming sessions, and even informal team building activities can make a huge difference. Don’t forget to be inclusive. A workplace that embraces all unique personalities and backgrounds makes employees feel valuable to who they are. Therefore, you need to have an inclusive policy, hire people from a diverse group and make sure that different perspectives are praised.
Respect needs
Imagine working hard on a project. That way, you will not be approved for your efforts. That’s a shame, isn’t it? This is because recognition and professional growth, which are the needs of respect, are important for employee engagement. Maslow’s hierarchy of needs shows that people want respect and gratitude once basic needs are met. In the workplace, this means recognizing achievements, celebrating milestones, providing opportunities for skill building and career growth. Employees who see their company as investing in the future are more motivated, productive and loyal. Recognition doesn’t have to be grand. A team meeting, an appreciation email, or a quick thank you with a small bonus can do the trick. However, employees also need to see their actions. So you have to give them the opportunity to develop their skills, take on new challenges and advance their careers. For example, mentorship programs, online training, and transparent promotional standards show that employees’ contributions are important and that there is a future within the company.
Self-realization needs
Once you reach the top of the Maslow hierarchy, you will see self-realization, essential for employee engagement. Not only does the employee show up at the workplace, but most importantly, the stage where he feels satisfied and excited that day. Most employees are not motivated only when they receive their salary. They want to learn something new, take over the project or contribute to something meaningful. That’s all about self-realization at work. This includes helping employees reach their full potential through skill development and career growth. At the heart of this is continuous learning. Don’t stop investing in skills. Also, make sure they know they will move their role forward, rather than being stuck in the same place for years. Finally, it’s about meaningful work. Employees want to feel that contribution is important, making a difference as well as performing. That’s why we regularly check in on employee career goals and provide the tools to achieve them.
Challenges in applying theory to employee engagement
Different priorities
One major challenge is that employees are at different stages of the hierarchy. Some prioritize job safety, while others want awareness and personal growth. The general approach doesn’t work. This requires providing flexible engagement strategies to meet a variety of needs. For example, you can provide specific skill training for those looking for growth, wellness benefits for those who prioritize security, and awareness programs to boost morale.
Budget issues
Budget issues can hinder employee engagement. Competitive pay, training programs and workplace benefits cost money. While companies cannot implement everything at once, they can prioritize more budget-friendly engagement practices, such as regular feedback, online training, and frequent assessments.
Management involvement
Another hurdle is that managers are not fully involved. If your leader doesn’t understand the importance of employee engagement, the strategies you want to implement may not get the support you need. Therefore, it is important to educate leadership so that engagement can contribute proactively to productivity and retention.
Keeping balance
Your company needs to find a balance between caring for employee well-being and focusing on business success. The key strategy is to choose engagement initiatives that are perfectly aligned with the company’s goals. For example, providing employee training benefits both employees and companies employing a more skilled workforce.
Conclusion
It doesn’t just create a satisfying work environment, it also provides wages and benefits. It’s about addressing the needs of employees. The above tips and strategies will give employees purpose and help them reach their full potential. But the best workplaces don’t just meet basic needs. They also encourage their employees to thrive. So we begin to embrace Maslow’s hierarchy of needs for employee engagement efforts and see how we can build a workplace full of supported and excited employees.
