Employee Engagement is Driven by a Hierarchy of Needs

Employee Engagement is Driven by a Hierarchy of Needs

As a general socio-scientific rule, people need few things in order to have stability. These comprise eating, staying safe and feeling comfortable in an environment. Only when these things are fulfilled, can you begin consider working on personal growth and intellectual development.

Below are few points in the hierarchy of needs that you can work on in order to develop employee engagement.

1. Survival is Necessary but Decrease Pressure

In most job situations, you have an employee looking to perform in order to earn a living. The skills and experiences he or she has helps to draw in a salary. This exchange is seen as a major part of survival. Most employees remain in this constant struggle throughout their professional lives.

Some manage to climb higher as they progress with time, while others (the entrepreneurial type) take risks even if they do not have enough money. As a business leader, your role would be to minimize the pressure on each employee; he or she should not feel too much pressure in the need to survive, especially if his or her skills are adequate and performance is good. This should be a part of your Strategic Talent Management Plan.

2. Employees Need Security

Security in the workplace typically refers to job security. People fear getting laid off, and this is one of the biggest fears that no employee should have to live with. While there may be no jobs that you can secure for the rest of your life, employees can develop careers. A career guarantees you two things; a certain salary level and a minimum position level.

With a career, jobs can come and go, and it is a career that gives employees the security they need. Therefore, as a leader, you need to show your employees that you are interested in building their careers. There are numerous that you can work towards this and engage your employees better. Overall, you will experience an increase in your recruiting and on-boarding solution.

3. Develop a Sense of Belonging

People need more than just money when they come to work at a company. A lot of companies can pay well and retain them on a permanent basis, but you need to ask yourself if that is enough to keep them happy. If you don’t give your employees a sense of belonging, you will find that money will not be enough to engage them, especially when they’re career oriented individuals. You must let your employees know that they are an important part of what your business is, as this can result in increased employee productivity.

4. Give Employees Due Importance

If an employee does not feel important and necessary for a role assigned to him or her, it’s pretty likely that he or she will feel disengaged. It will only be a matter of time before your employee starts looking for options. As a leader, you must ensure that everyone working for you realizes how his or her job is important for your overall business achievements. This will help you achieve better business results automatically.

5. Self-Actualization

Self-actualization is at the top of the hierarchy of needs for employee engagement. Anyone who has reached this level will tend to be the most motivated individual working for you. Not only will such a person be upbeat and help others, but it’s likely that he or she will motivate others to be the same. This is a huge advantage that can Improve Your Performance Management.