𝗛𝗶𝗲𝗿𝗮𝗿𝗰𝗵𝘆 𝗼𝗳 𝗡𝗲𝗲𝗱𝘀 𝗮𝗽𝗽𝗹𝗶𝗲𝗱 𝘁𝗼 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁

Abraham Maslow was an American psychologist who created the Hierarchy of Needs, a theory which argued that psychological health was dependent on the fulfilling of needs in order of priority. This theory put forward the idea that humans must have their basic needs met in order to pursue their own personal growth and development. The needs in Maslow’s theory are, in order:

Survival – These are biological needs such as food, water, shelter, sleep.
Safety – This need requires stability, security, order, law, and protection from elements.
Belonging – This is a need for friendship, love, affection, and intimacy
Importance – The need to achieve and master things, independence, and self-respect
Self-Actualization – This is the need that requires people to fulfill their potential and what they believe they’re capable of.

These needs are the basis for human survival and growth. But look closer at them. They play a large part in employee engagement levels and how your employees are engaged and motivated within your company. Let’s break it down and see how this works:

1. Survival– We know this is a basic need. This includes the need to have a job, a salary that pays the bills, and a sense of financial independence.

2. Safety– When we have jobs, we need to know that they are With the way the job market is nowadays, it’s hard for many to move past this second most basic need. It also causes individuals to need structure in the workplace, with a chain of command and a process for their duties so they feel confident that they’re doing their job correctly.

3. Belonging– People need to feel like they’re part of a team, that they are a part of something bigger. As employees, humans need to know their individual contributions are valued by the company. If your organization is setup around team principles, then this sense of belonging and “camaraderie” should come almost naturally.

4. Importance– This need dovetails into the “belonging” need in the sense that individuals need to feel like they’re important to a team, projects, and the overall organization. This need is most prevalent inside of larger companies where the need to engage employees on a personal level becomes harder and harder for higher-level management.

5. Self-Actualization– Most employees have some level of ambition and want to achieve more than where they’re currently positioned. Giving them opportunities for growth, learning, leadership and advancement give them all of the tools they need to begin to self-actualize within your company’s walls. When they reach this point and are taking full advantage of the tools made available to them, they inspire others along the way and create a ripple effect of employee engagement.

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Content from https://lnkd.in/d-WyVZ4B

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#employeeengagement #survival #safety #belonging #importance #selfactualization