Theoretical Background of Employee Engagement

 

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In this blog post, I will discuss ‘Maslow’s Hierarchy of Needs’ and the applicability of the same to Employee Engagement.

 

Maslow’s Hierarchy of Needs

 

In a 1943 paper titled "A Theory of Human Motivation," American psychologist Abraham Maslow theorized that human decision-making is undergirded by a hierarchy of psychological needs. In his initial paper and a subsequent 1954 book titled Motivation and Personality, Maslow proposed that five core needs form the basis for human behavioral motivation. (MasterClass, 2021)

 

What Is Maslow’s Hierarchy of Needs?

 

Maslow's hierarchy of needs is a theory of motivation which states that five categories of human needs dictate an individual’s behavior. Those needs are physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs. (MasterClass, 2021)

 

Application of ‘Maslow’s Hierarchy of Needs’ to Employee Engagement

                 

  

                                                                             (Wholley, 2022)

 

1.     Physiological needs:

The first and bottom level of needs on Maslow's hierarchy is physiological needs. These most basic human survival needs include food and water, sufficient rest, clothing and shelter, overall health, and reproduction. Maslow states that these basic physiological needs must be addressed before humans move on to the next level of fulfillment. (MasterClass, 2021)

However, when it comes to Employee Engagement in the workplace, we can consider that these Physiological Needs are fulfilled when the employee is paid compensation and provided necessary tools and information to get their job done. With the same, his basic needs such as food and water, clothing and shelter, and overall health requirements can be fulfilled. In this stage, employees are disengaged and show up only for money. However, it is mandatory to fulfill this stage to move on to the next.

 

2.     Safety needs:

Next among the lower-level needs is safety. Safety needs include protection from violence and theft, emotional stability and well-being, health security, and financial security. (MasterClass, 2021)

       The need for safety in Employee Engagement is fulfilled when the Job is secured and when the work environment is safe. Employees should be able to work without fear of losing their job. If they feel the job is not stable, they will not have the peace of mind to concentrate on their job.

Also, “Safety” to the modern worker refers not only to job security but also to a safe work environment and an employer that encourages work-life balance. 74% of Millennial workers want paid family leave, and around half of the workers say they’ll look for a remote position for their next job. Employees need to feel supported and secure in their position in order to become more engaged. (Wholley, 2022)

 

3.     Love and belonging needs:

Next level of needs on Maslow's hierarchy, is about positive relationships with family, friends, and others.

And in the work environment, it is required to have positive relationships with colleagues and superiors to feel a sense of belonging at work.

 

When employees feel a sense of belonging at work, they feel seen and heard and establish a stronger emotional connection to colleagues and shared goals. Belonging is proven to improve employee engagement and lead to better business outcomes. Research shows that a high sense of belonging can increase performance by up to 56 percent. It can even reduce the number of sick days your employees take by an incredible 75 percent. (Wholley, 2022)

 

4.     Esteem needs:

Esteem needs are all about feelings of self-worth and accomplishment. (EngagementMultiplier, 2023)

At this stage of the engagement hierarchy, employees are already well paid, feel safe at work, and have a sense of belonging to the company.

Acknowledging good work when you see it is critical to meeting employees’ needs — 37% of employees say recognition is their top motivator to do great work. Employees are also motivated when they feel their voices are heard, so ask for their feedback often — and act on it. (Wholley, 2022)

 

5.           Self-actualization needs:

Self-actualization describes the fulfillment of your full potential as a person. Sometimes called self-fulfillment needs, self-actualization needs occupy the highest spot on Maslow's pyramid. Self-actualization needs include education, skill development—the refining of talents in areas such as music, athletics, design, cooking, and gardening—caring for others, and broader goals like learning a new language, traveling to new places, and winning awards. (MasterClass, 2021)

 

 

At the peak of the Employee Engagement Hierarchy of Needs, where engagement levels are highest, is self-actualization. Employees at this level of engagement feel a sense of connection at work, and they seek out challenges and aim for continuous improvement. Self-actualized employees are productive, curious, and innovative — more likely to think outside of the box. It’s important to understand if your employees feel fulfillment, motivation, and connection at work, especially because employees are leaving jobs where they aren’t valued or lack purpose.

You can help your employees find purpose and achieve continuous growth by helping them discover their strengths and offering opportunities for them to grow their skills. Encourage connections through mentorship programs and cross-departmental coffee chats — employees with a “best friend” at work are up to seven times more engaged. (Wholley, 2022)

 

Conclusion

According to Maslow’s Theory of Hierarchy of Needs, Self-actualization is referred to as a ‘growth need’, where he separated the rest of the four needs as ‘deficiency needs’. ‘Growth need’ will make you happier but ‘Deficiency Needs’ are mandatory to be fulfilled.

Likewise, if you expect high employee engagement in the workplace, it is mandatory to get the basic four needs fulfilled, and then with self-actualization, you can expect merrier results.

 

 

 

References

 

Engagementmultiplier(2023) Applying Maslow’s Hierarchy of Needs to Employee Engagement [online] Available from: https://www.engagementmultiplier.com/resources/applying-maslows-hierarchy-needs-engagement-growth/ [Accessed on 7th April 2023]

 

MasterClass(2021) A Guide to the 5 Levels of Maslow’s Hierarchy of Needs [online] Available from: https://www.masterclass.com/articles/a-guide-to-the-5-levels-of-maslows-hierarchy-of-needs [Accessed on 5th April 2023]

 

Wholley, M. (2022) How Maslow’s Hierarchy of Needs Applies to Employee Engagement [online] Available from: https://blog.clearcompany.com/how-maslows-hierarchy-of-needs-applies-to-employee-engagement#:~:text=reach%20the%20top.-,The%20Employee%20Engagement%20Hierarchy%20of%20Needs,esteem%2C%20and%20self%2Dactualization. [Accessed on 9th April 2023]