Maslow’s Hierarchy of Needs classifies high-strength motives. The model consists of five needs: physiological, safety, social, esteem, and self-actualization. Maslow says that human needs arrange themselves into a hierarchy, thus a diagram is needed to display how this actually works. According to Maslow’s research, no one can move on to the next level without first fulfilling the most basic of needs. Once physiological needs become satisfied, the safety, or security needs become predominant.
I want to focus on the bottom half of the pyramid, and apply the model to business. A very basic need for survival that is found in the workplace is the training given and received for one’s role in a company. When people are thrown into situations at work without proper training, they are being setup for failure. There’s no other way to say it. In any situation where this happens, expectations of individuals are too high, a lack of care and appreciation is shown within relationships, and the customer experience is always less than ideal. Yet, I have seen this happen too many times to count. I have worked in places of employment where people are left to figure things out for themselves, without any sort of guidance. At the very least, this does not leave one feeling they have the resources needed to find success in their work, and an even bigger problem surfaces — employees are left feeling like management doesn’t care about them. In my experience, most people leave companies who don’t set them up for success to go work somewhere where they are constantly learning and growing, and feel more appreciated and loved by their team.
The levels of love & belonging and esteem are interesting as well. It is not only enough to train employees, but it is important to show appreciation when someone does their job well. Even if someone says they do not need recognition, I believe that deep down everyone needs to feel somewhat appreciated. The importance of appreciation was also explained by Voltaire when he said, “Appreciation is a wonderful thing; it makes what is excellent in others belong to us as well.” Appreciation truly is that powerful.
Hey, Adam. Good perspective. I’ve never thought about the hierarchy of needs in my work environment, but I think you’re right. At the end of the day, we’re all just people navigating our way through life… including at the office. I have been in organizations with the “sink or swim” mentality that truly leaves one feeling defeated more often than needed. It’s amazing to me how this happens even at very large corporations who you’d think would have this figured out by now. Quite honestly, it has me wanting to run for the hills and create my own work environment – just finding that to be quite difficult 🙂
Well, let me know if I can ever help you with anything — including how to create that environment where you currently are. 🙂
As a social work trainer and developer, I am well aware of Maslow’s Hierachy of Needs. You have done a great job of explaining the application to the work environment. No profession is exempt from high turnover/low retention and related costs, including my own. In fact, research in even my human service field reveals exit survey results show nationally that folks left not due to low pay, but because of not feeling valued. Hope management everywhere can grasp the value and the how-to of what you have said so well here.
Feedback is critical for any team. Understanding this working in many different roles from dislocated locations to having your team right there with you. If you don’t know what expectations are and understand if what your doing is right or wrong can make a huge difference in the success of an organization or team. In the organizations and causes I’m working with we’ve gone from training to educating because that is what people want. They can do the job they just need to be empowered and we do that through communicating.
Feedback is critical for any team. Understanding this working in many different roles from dislocated locations to having your team right there with you. If you don’t know what expectations are and understand if what your doing is right or wrong can make a huge difference in the success of an organization or team. In the organizations and causes I’m working with we’ve gone from training to educating because that is what people want. They can do the job they just need to be empowered and we do that through communicating.
Looking again at Maslow’s Hierarchy, I’m aware that I’m letting some of my “foundational needs” slip a bit lately. Thanks for the reminder to reassess.