Maslow’s Hierarchy of Needs directly influences Employee Engagement

Psychologist Abraham Maslow argued that individuals need to satisfy basic needs – warmth, safety and security. This same theory can be applied to how an organisation engages with its staff.

Steve-Smith-1-ScancaptureBy Steve Smith, managing director, Scancapture.

For many people the basic needs of a job are that the salary allows them to pay bills and live a lifestyle they want. This is survival.

Next is stability and what we commonly call job security. Most people fear the thought of losing their job and the prospect of becoming unemployed.

We may like to think people are motivated by other criteria, two questions we ask when reading job ads are “what’s the pay?” and “is it permanent?” When these two things don’t meet our needs the job instantly becomes less attractive.

People leaders recognise the importance of attracting great talent. The next level is belonging where employees feel they are part of something bigger, they’re valued and their contribution is valuable to the business. This can only be achieved by instilling beliefs from the top-down.

If you make your staff feel their contribution is important and they are integral to the company’s values and goals then that’s when you reach the high engagement holy grail.

So how do you take engagement even further? When employees have opportunities this is meeting their self-actualisation needs and will enable them to be highly successful, inspiring others along the way.

So how do you determine where on the ‘needs’ spectrum your employees actually are? Use Scancapture’s survey to not only give you this information but it also allows you to rank your staff on the Needs Hierarchy and provide detailed guidelines on the actions required to move employees up the ladder from ‘just surviving’ to highly engaged, productive individuals.