{"id":3987,"date":"2021-02-08T08:53:04","date_gmt":"2021-02-08T08:53:04","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=3987"},"modified":"2021-02-08T08:53:04","modified_gmt":"2021-02-08T08:53:04","slug":"employee-hierachy-of-needs-is-there-such-a-thing","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/employee-hierachy-of-needs-is-there-such-a-thing","title":{"rendered":"Employee Hierachy of Needs: Is there such a thing?"},"content":{"rendered":"

You may well have heard of Maslow\u2019s Hierarchy of Needs. The needs hierarchy was developed by American psychologist, Abraham Maslow in 1943 as part of his <\/span>Theory of Human Motivation.<\/span><\/i><\/p>\n

The theory states that there are five human needs that dictate an individual\u2019s behaviour, which include:<\/span><\/p>\n

Physiological\u00a0<\/b><\/p>\n

Safety and security\u00a0<\/b><\/p>\n

Love and belonging\u00a0<\/b><\/p>\n

Esteem\u00a0<\/b><\/p>\n

Self-actualization<\/b><\/p>\n

While <\/span>Maslow\u2019s hierarchy of needs<\/span><\/a> refers to one\u2019s motivators in life, it\u2019s been used to determine one\u2019s motivators in the workplace too. \u2018Motivators\u2019, also meaning <\/span>level of engagement, <\/b>although the pyramid looks a little different, including needs such as:<\/p>\n

Survival<\/strong><\/p>\n

Security<\/strong><\/p>\n

Belonging<\/strong><\/p>\n

Importance<\/strong><\/p>\n

Self-actualisation<\/strong><\/p>\n

\"Maslow's<\/p>\n

Source: nextlevelbd<\/span><\/h5>\n

This ’employee’ hierarchy of needs suggests an employee\u2019s assumed level of engagement, dependent on their core need.\u00a0<\/span><\/p>\n

The bottom two tiers suggest that an employee whose dominant workplace needs are survival and\/or security, is an employee who’s less likely to feel engaged.\u00a0<\/span><\/p>\n

Survival:<\/strong> \u2018An employee that works because they have to\u2019. (I.e clockwatcher, leaves as soon as the workday ends, hates what they do, is not excited by work).\u00a0<\/span><\/p>\n

Security:<\/strong> \u2018There for the money\u2019. They\u2019re looking for something better, they\u2019re no happy with their team, manager or environment, but stay for the money.<\/span><\/p>\n

The good news is that employees who feel negatively about their work, can become highly engaged!\u00a0<\/span><\/p>\n

How to create highly engaged teams<\/b><\/b><\/h2>\n

1.First, know your organisation\u2019s level of engagement\u00a0<\/b><\/h2>\n

The first step to measuring and improving employee engagement is knowing where you stand on the employee engagement scale. Many leaders believe their people are engaged when in fact they\u2019re not. So, of course, engagement becomes less of a priority while problems continue to grow. It\u2019s why so many organisation\u2019s struggle with high staff turnover, low productivity and performance, poor company culture, absenteeism and more.\u00a0<\/span><\/p>\n

To find out your organisation\u2019s level of engagement, take Inpulse\u2019s <\/b>FREE engagement health check<\/b><\/a>. It\u2019s quick, easy and accurate.<\/b><\/b><\/p>\n

2. Find out how your people feel \/ what\u2019s driving their behaviour using pulse surveys<\/b><\/h2>\n

You cannot fix a problem without knowing what\u2019s causing it. If you know your people are disengaged, find out why this is so. What are they feeling? The best way to find this out is by conducting regular <\/span>pulse surveys<\/span><\/a>. This way, you can ask your people what they feel and need, and you\u2019ll finally discover the answers to your burning people-centric questions. More often than not, negative employee feelings can so easily be changed. By making changes based your people\u2019s feedback, levels of engagement can be completely transformed.\u00a0<\/span><\/p>\n

3. Use feedback (and emotional data) to make decisions\u00a0<\/b><\/h2>\n

The feedback you get from your pulse surveys should be used to make decisions. Most leaders make decisions based on what they see fit, but when it comes to people, it\u2019s best to make decisions based on the needs of the majority. It\u2019s the most diplomatic approach to decision making, and the most rewarding. It\u2019s unusual for employees to feel negatively about decisions they helped to make.<\/span><\/p>\n

4. Review your changes and measure your progress\u00a0<\/b><\/h2>\n

Throughout your engagement journey you\u2019ll be gathering data and using it to make decisions. The best way to learn whether your decisions were\/are beneficial or not, is to keep up with regular pulse surveys. Always give your people a voice!\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

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