Applying Maslow's Hierarchy to Employee Engagement
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Maslow divided human needs into five levels or stages, beginning with basic needs, progressing from physiological needs and eventually rising to self-actualization needs. The basic premise of the hierarchy is that one level needs to be satisfied before the individual can begin addressing needs on next highest level. The hierarchy is a valuable tool that helps leaders understand how to motivate, reward and engage employees.
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Applying Maslow's Hierarchy to Employee Engagement
- 1. Maslow’s Hierarchy and Employee Engagement
- 2. The Hierarchy Pyramid Self- actualization Esteem Love and belongingness Safety Physiological The essence of Maslow’s hierarchy is that a lower level must be satisfied before a higher level can be fulfilled.
- 3. Maslow and Engagement Self- actualization Esteem Love and belongingness Safety Physiological The higher an employee is on the hierarchy, the more likely he or she is to be engaged, productive and willing to contribute to organizational goals. MoreengagedLessengaged
- 4. Physiological Needs Self- actualization Esteem Love and belongingness Safety Physiological Someone who doesn’t have his or her physiological needs met might be a hard worker, but is likely distracted by wondering if he or she can afford rent and groceries. Employers must provide reassurance and help employees to focus.
- 5. Safety Needs Self- actualization Esteem Love and belongingness Safety Physiological Employees want to feel safe in their jobs, and to know their positions are secure. Employers must provide a stable working environment where employees understand that they will be rewarded for their work.
- 6. Love and Belongingness Needs Self- actualization Esteem Love and belongingness Safety Physiological At this level, people want to be included as part of a group. Employers must meet this need by creating an environment where people work in teams and can collaborate freely. Also, remember that work is a social place where employees can connect on a personal level.
- 7. Esteem Needs Self- actualization Esteem Love and belongingness Safety Physiological At the esteem level, workers want to feel valued and important. Employers can achieve this several ways, including formal programs like awards and bonuses. Sometimes, a simple thank you is the best approach.
- 8. Self-Actualization Needs Self- actualization Esteem Love and belongingness Safety Physiological At this level, employees have developed a strong sense of what they are capable of, and strive to improve. Employers must provide the tools, training and support to help these workers achieve their personal and professional goals.
- 9. Additional Resources • How Maslow’s Hierarchy of Needs Influences Employee Engagement • How to Motivate Your Team With Maslow’s Hierarchy of Needs • How the Theory of Maslow Can Be Applied to Organizational Development • The Hierarchy Needs of Employees