Warm up
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- What industry do you work in and what is your role?
- What are your responses in your role / position?
- Can you describe to the function of your workplace / company?
- How many departments, how many offices. National or International?
- What are the minimum requirements for employment ie Education or Experience?
- How many opportunities are there to ‘move up the ladder’?
- What is the process for changing job roles ie Interview? Test?
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- Current projects? Deadlines? Opportunities?
- Anything of interest happening?
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A Brief Guide To Maslow’s Hierarchy Of Needs
1. Maslow’s hierarchy of needs was developed by psychologist Abraham Maslow in 1943. He proposed that humans have five tiers of needs: top level/self actualization, fourth level/esteem, third level/love and belonging, second level/safety needs, and bottom level/physiological needs like food and shelter. Maslow posits that humans are most motivated to fill the needs on the bottom tier first, then move up as each new level of needs is met.
Maslow’s Hierarchy: The Career Correlation
2. From new grads who are entering the workforce for the first time to pre-retirees at the apex of their organizational contribution, I have learned that the best way to support your employees begins with knowing what motivates them. I’d like to share with you today some ideas on how to encourage, nurture and support your employees at every stage of their careers.
3. 1. New Grads: Bottom Level/Physiological Needs
Brian just graduated from college, and he’s on his own financially for the first time in his life. It’s an exciting and challenging transition to independence, and though he has his eyes on his future potential in a corner office, right now, he’s most focused on getting his basic needs met to begin his life in the career world. That means paying for housing, living expenses, and student loans.
The highest level of Maslow’s Hierarchy Of Needs is Self-actualization.
Do you think you have reached this level?
Can everyone reach this level?
What percentage of people in the world do you think will reach this level?
4. How to support these employees: Pay your new grads like Brian fairly, and you’ll find that their passion for work is unmatched. After all, they’ve worked for four long years or more to get where they are today, and they’re ready to impress. Raises and bonuses are particularly motivating for new grads like Brian, as every little bit helps toward building this new life.
5. 2. Early Career: Second Level/Safety Needs
Jen has been in her industry for about a decade, and now it’s time for her to move on to the next stage of adulthood: buying a home and starting a family. These changes can feel quite scary, as Jen will now carry so much additional responsibility in her personal life. To bring her best self to the office and her family, she needs to feel secure in her job. There’s a lot riding on her ability to bring in a steady paycheck.
6. 3. Mid-Career: Third Level/Love And Belonging
Mohammad has been in his field for nearly 20 years, and he knows his value as an expert. He’s proud of his personal and professional accomplishments, with a happy home life, some money in the bank, and a level of expertise that leads other employees to ask him for advice. In this third level of Maslow’s hierarchy, psychological needs make their first appearance. With the physiological needs taken care of in levels one and two, now Mohammad is motivated by the psychological need to belong.
Different cultures around the world show love in different ways.
How do people in your country show love?
How do parents show they love their children?
How do couples show they love each other?
Is this different in other countries?
7. 4. Peak Career: Fourth Level/Esteem
Heather is in the peak of her career, at the top of her game, and she wants you to notice. She’s done nearly every job in the organization, executed leadership’s decisions, and now she wants to be the one calling the shots. She’s earned her seat at the table, and it’s time to give it to her. It’s worth noting that not every employee in this age group actually ascends to levels four and five of the hierarchy. Some people are absolutely content making a decent paycheck in middle management and don’t want the pressure of being a top leader.
8. 5. Pre-Retirement: Fifth Level/Self-Actualization
After 30+ years in the industry, Lavar’s list of achievements is awe-inspiring. He’s at the top of the career ladder and getting ready to retire. His legacy weighs heavily on his mind. What will he leave behind?
How to support these employees: Top-level employees in pre-retirement have so much useful knowledge and wisdom, it would be a shame to keep it locked down. Create opportunities for level five employees like Lavar to mentor others via in-person coaching, writing a book, speaking events, etc. Encourage them to actively participate in succession planning so they’ll know all their work with your organization is in good hands once they retire.
Do you think it is more important to primarily focus on improving your situation or is it more important to help everyone equally?
Many people think Japanese society is more focused on the group wellbeing as opposed to individual wellbeing. Do you think this is true?Phonetic Chart
