Apply Maslow’s Theory of Motivation for Employee Engagement

‘Maslow’s Hierarchy of Needs’, also known as ‘Maslow’s Theory of Motivation’, is a great reference to look at when you’re tackling employee motivation, engagement and, or retention issues. 

What is Maslow’s hierarchy of needs? According to Maslow, humans feel fulfilled when they meet 5 levels of needs: physiological, security, love and belonging, self-esteem and self actualization.The levels are depicted as a pyramid, indicating that one must fulfill the lower level before progressing to the next. 

Physiological Needs

At the base of the pyramid is physiological needs, referring to the most basic need of food and shelter. At the workplace, employees must meet their basic needs such as meal and restroom breaks, and a steady income to pay for food and shelter. Once these basic needs are met, humans can progress to the next level. 

Security Needs

Security is another fundamental need for humans to feel motivated, in the workplace, this can be applied to job security. As an organization, transparency is key in today’s environment where layoffs are prevalent. If an employee is worried about losing their job due to budget cuts, it is more challenging to achieve motivation to progress to the next level of hierarchy and perform at the highest level. The feeling of unsteadiness will hinder employee morale.  

After meeting the 2 fundamental needs, humans can easily progress to the next levels of hierarchy involving internal growth: a sense of belonging, self-esteem and self-actualization. 

Love and Belonging

A sense of belonging within the workplace is key for employee engagement and motivation, this is where the role of DEI&B is crucial. As an organization, your goal should not be one-size-fits-all. You should create initiatives and benefits that highlight the diversity in your organization. Focusing on DEI&B efforts corresponds to higher on-the-job effort and intent to stay, as well as high employee performance. 

Esteem

At work, when one has their basic needs met and has a sense of belonging, the need for respect and recognition should be fulfilled next. This is directly related to one’s self-esteem. Having set procedures for performance appraisals, feedback, job titles (promotion) and pay grade is key to achieve this. A culture of feedback and appreciation can easily motivate employees to stay engaged and perform their best.

Self Actualization

The last level of Maslow’s hierarchy is self-actualization, this translates to utilizing one’s maximum potential. HR and managers can help employees with their personal development plans, career plans and provide trust and empowerment to employees to take initiatives. Employees at this level should feel that their organization has their back and will put in the effort and resources to bring out the best in them. 

Applying Maslow’s ‘Hierarchy of Needs’, if done correctly, at any organization can significantly increase employee motivation and engagement. At most organizations, employees who are fully engaged have reached the highest level of hierarchy; self-actualization – they know their skills, abilities and what they’re capable of handling. It is important to note, during the time of recession and inflation, if the basic needs of food, shelter and security aren’t met, employees will base their decision on compensation and job security. 

Learn more about how you can effectively apply Maslow’s Hierarchy of Needs at your organization, contact us here