The great industrial psychologist Abraham Maslow is well known for his “Hierarchy of Needs”. Maslow claimed we have five basic needs related to our work in ascending order: survival, security, belonging, ego gratification, and self-actualization. In this video, Don Phin revisits Maslow’s Hierarchy of Needs and provides fresh insight into how it affects employee engagement. Learn why taking a one-size-fits-all approach to engagement can have limited effect.
- A friend of mine is a business owner in Florida…and he once told me about his most awesome salesman.…The guy who brought in more revenue…than anyone else in the company.…I remember him telling me, "I'm so glad…"I don't have to worry about Carlos.…"He does a great job, brings in a ton of money,…"and causes me no drama.…"I wish I had a dozen people just like him."…When I asked what he was doing to appeal…to Carlos' ego needs, he responded,…"Are you kidding me?…"That guys' ego is so big he doesn't need…"anyone else patting him on the back."…A few weeks later, my friend called me back…all upset that Carlos had quit the company…to work for their number one competitor.…
My friend was fuming and wanted to know…if he could sue Carlos or the new employer.…That business owner made a major engagement mistake.…He failed to take care of Carlos' emotional needs.…Remember psychologist Abraham Maslow…and his Hierarchy of Needs?…Maslow claimed we have five basic needs…in ascending order.…Survival, security, belonging,…ego gratification and self-actualization.…
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- Exercising discretionary effort
- Attracting engaged employees
- Assessing the fit of employees
- Making onboarding more engaging
- Learning from new employees
- Provide opportunities for career growth
- Clarifying objectives
- Measuring engagement using surveys
- Being present for employees
- Driving engagement with fun