Consider what you and your staff truly need
Phil Jones thinks about how leadership might be inspired by Maslow's hierarchy of needs and fulfilment
Throughout my career there have been many figures who have educated and inspired me, from colleagues and fellow leaders to family, friends and theorists. You learn from the people you come across in life and this shapes the leader you become.
The work of American psychologist Abraham Maslow in what he describes as a hierarchy of needs offers an interesting approach to conquering management and leadership.
Maslow recognised that human complexity can be broken down to a relatively simple hierarchy of needs, which we need to fulfil to function and thrive.
The balance isn't always easy to find in modern life, but enlightened leaders – those who encourage empathy, applaud creativity and don't fear change – recognise that Maslow's five-stage pyramid of needs can be applied to the workplace.
Starting at the bottom of this pyramid, where the greatest physiological needs such as food, water, and warmth sit, it's all about ensuring the basics are in place. In the majority of businesses, the physical space of the office is where people spend most of their working day.
Meeting the simple needs of employees – for comfort, refreshments, and warmth – will help them feel satisfied with their working environment.
Next is security and shelter. In the context of work, we can relate these needs to job security. Is this anxiety hanging over your team? Is it used as a misguided motivational tool? Encouraging open and effective communication about performance will help to promote a sense of security.
Friends, family, and community sit in the middle layer. These social aspects are often the most neglected by the workplace – particularly in businesses with a largely dispersed workforce.
But feeling part of all these things is crucial. Leaders should encourage a sense of community in the workplace. This will help to instil a sense of pride, boost morale and make an employee's role feel more than just a job.
Second to top is self-esteem. We all need it. And when we have it, it makes us more productive, creative and willing to work harder. It's as simple as rewarding people's ideas and efforts. It doesn't always have to be financial; recognition alone can be enough.
Maslow's top need in his hierarchy is self-actualisation: fulfilment, the pursuit of creativity, achieving goals. This is where we all aim to be, but it's the hardest to reach. All other needs must be met before it can truly be realised.
If they're not – even in the workplace – we're unlikely to be truly fulfilled. Businesses can learn a lot by looking to Maslow's theory as a model for building a happy and productive workforce.
Get the basics right and you'll be well on your way to creating the foundation you need to ensure your employees remain fulfilled, invested in their jobs, and connected to the people they work with.
Phil Jones is UK managing director of Brother