Anyone who has taken a Psychology class likely remembers Maslow’s Hierarchy of Needs. The hierarchy is expressed as a diagram resembling a pyramid, starting with a foundation of physiological needs and advancing up to the highest level, Self Actualization. This work represented Maslow’s theory of human motivation.
Based on data collected through surveys. The Gallup Organization has developed a similar hierarchy for employee engagement. It outlines what Gallup believes to be the key employee needs that, once met, lead to true engagement.
Starting with Basic needs, employees need the resources to be successful in their roles. And along with that, they need to know what success looks like in their position. Clear job expectations are key. “What do I get?” “Will I have a laptop, access to training, ect. to ensure my success.” The research revealed that on average about 50% of employees are unclear about what they are supposed to do. It’s important for managers to set the foundation for employee success.
Next Management Support, employees want to know that they have the support of their manager, and that individual contributions matter. In this stage of engagement, the employee needs to know if they are performing well in the role and that what they do is appreciated. Building a trusting relationship with their leader is critical. Research shows that people don’t leave jobs, they leave managers. So the ability to know that your supervisor/manager has your back is key for engagement.
Then there is the Team, employees who are engaged feel that they belong and are a good fit with their team. Everyone is focused on achieving the organizational mission and there is trust among team members and mutual respect of each other’s efforts.
Finally, Growth, at the top of the hierarchy is the need for growth, to be challenged and to continue to learn new things and better ways to do the job. A great way for managers to approach growth is to use scheduled one on one meetings as an opportunity to discuss career plans with the employee. Ask questions such as, “how can I help you reach your career goals?” “Where do you see yourself within the organization over the next 5 years?” “Have you had an opportunity to work within your strengths this week?”
The Employee Engagement Hierarchy is a great tool to help evaluate where your organization currently falls on the spectrum of engagement. Once determined, programs can be created to help you reach the next level.
For more information on employee engagement, contact the Advice and Resolution team.
Additional Resources:
State of the American Workplace
Engagement and Retention: Introduction
By Andrea Breazeale-King
