Hierarchy of Needs, but for Employees.

I believe we're all familiar with the Maslow's hierarchy of needs?

A few days ago my colleague and Business Transformation guru and mentor Kristian Kabashi , sent me an interesting article that visualized what would a hierarchy of needs would look like for a workplace. It was a very interesting read.

Being engaged everyday in strategic People operations, employee engagement/retention and productivity enhancement, I'd thought I'd give my own representation of what would a hierarchy of needs would look like for the workplace.

• Basic Needs / paycheck: We need to eat, drink, live comfortably thus this foundational level represents the necessity of reliable compensation for work, ensuring employees can cover their living expenses. It's the fundamental reason many individuals seek employment: to secure a stable source of income that allows to afford basic daily needs, providing a sense of financial security.
• Growth opportunities: In most cases, studies & surveys, employees rated that one of top 3 reasons they change their workplace is because of the lack of growth opportunities at the company. At this stage, employees are looking beyond financial reward, seeking opportunities within the job to expand their skill set, advance their careers, and escalate their professional trajectory. This could involve training, upskilling, educational opportunities, or clear paths to promotion, reflecting a desire not just to do a job, but to excel and evolve within a professional field.
• Ownership of work: This level emphasizes the need for autonomy and control in one's professional duties. Employees desire a sense of personal stake in their work, having the authority and responsibility to shape the outcomes of their tasks and projects. This ownership increases engagement and commitment, as individuals feel they are trusted and their personal input has a direct impact on the job's results.
• Ego & recognition: Hear me out. We all want to be recognized and to be respected for the work that you do. Ego boosts are not to be seen as a negative thing. The focus is on the social and esteem-based aspects of work. Employees need to feel they are part of a supportive and positive company culture where their contributions are recognized and valued. This includes receiving praise, earning respect from peers and leaders, and feeling integrated into the collaborative fabric of the workplace, all of which contribute to a positive, affirming professional identity.
• Professional fulfillment: At the top of the pyramid, fulfillment is the ultimate goal many individuals strive for in their careers. It's achieved when employees find deep satisfaction and meaning in their work, knowing they're making significant contributions or realizing personal dreams and aspirations through their professional roles. This level is about aligning one's work with one's passion, values, and long-term objectives, achieving a sense of completeness in one's professional life.

This representation of Maslow's hierarchy of needs illustrates what you as a Employer should focus on in order to create a roadmap to retaining your employees, developing them and making them Happy.

Let me know if you've liked this article. Happy trails!