Maslow’s theory is one of the most enduring models in psychology (it’s 80 this year), and just about everybody knows about.
It suggests that there are certain requirements that need to be met before we can be able to fulfil the next level.
These begin with bodily functions (eating, drinking), before moving to safety (shelter, sleep, feeling safe), social (relationships, groups), esteem (recognition) and self-actualisation (purpose, development).
i.e., We cannot expect to feel good about ourselves (esteem) if we’re feeling unsafe or starving.
When it comes to organisational culture, we often ignore this model.
We’ll invest in group training, incentives and recognition. We’ll create event days and funky office spaces.
But have we considered the baser drivers further down the model?
🐝 Am I paid fairly?
🐝 Do things work? (processes, systems etc)
🐝 Do I feel safe? (Can I ask questions or challenge ideas safely?)
Without these fulfilled, no amount of recognition events will balance out under-fulfilment of those baser drivers.
This is why any engagement programme must consider more than the programme itself.
What are the wider environmental factors?
Are those baser needs fulfilled?
And, if not, what can we do about it?
