The document discusses the impact of Maslow's Hierarchy of Needs on employee engagement and outlines strategies to address various levels of needs that affect engagement. It highlights the importance of understanding basic physiological, safety, belongingness, esteem, and self-actualization needs to improve employee productivity and reduce turnover. Practical suggestions are provided for employers to enhance employee engagement at each level of the hierarchy.

1. How Maslow’s Hierarchy of
Needs Is Impacting Your
Employee Engagement
(And how to address it)

2. Aley Brown
VP of Marketing @ Careerminds
@careermindsaley
abrown@careerminds.com
👋👋👋💃

3. PS. Want these slides?
Send me an email:
abrown@careerminds.com

4. Who is Maslow?

5. A famous psychologist who brought us this
pyramid of needs.

6. You can’t
move up
until the
layer
beneath is
fulfilled.

7. This lines up pretty well with employee
engagement.

8. Disengaged
Not Engaged
Almost Engaged
Engaged
Highly Engaged

9. We all know that employee engagement
increases productivity and reduces cost. 📈

10. With the low unemployment rate, employee
engagement is more important than ever.
Which is why you should consider how
Maslow’s hierarchy is impacting your employee
engagement.
It’s TOO important not to review!

11. Physiological
Needs😦
Warning signs: Extreme exhaustion,
late because of lack of transportation,
not able to buy food or drink,
increased absences
How to move an employee up: Give
employees the salary they need to
live, and have access to fulfill their
basic needs

12. Safety Needs😦
Warning signs: Employees feel
scared at work. (They will lose their
job, they will get in an argument, etc).
Increased absences, researching
other jobs.
How to move an employee up:
Focus on creating a culture where
employees can feel secure enough to
thrive at work. Specifically, focus on
manager training.

13. Belongingness
Needs😀
Signs: Employees are engaged part
of the time. They could be tempted to
leave. They aren’t brand
ambassadors, and they don’t engage
in career development.
How to move an employee up:
Develop and encourage strong
relationships on your team. Encourage
managers to give praise and to build
personal bonds with their direct
reports.

14. Importance Needs
😀
Signs: Employees are engaged most
of the time. They would have to
receive a MUCH better job offer to
leave. They feel vital to the business.
Are very busy and usually highly
stressed.
How to move an employee up: Give
public recognition, utilize your
incentive program, and give them
flexibility to rule their own roast.

15. Self-actualization😀
Signs: These employees are
performing at the most optimal level.
They come to the table with ideas, are
leading, and inspire others.
How to move an employee up: Make
sure that these employees have all the
right resources, structure, support, and
tools that they need to thrive. Don’t
micromanage, let them blossom!

16. What is one change you can make with
your current employee engagement
strategy to match this?

17. Aley Brown
VP of Marketing @ Careerminds
@careermindsaley
abrown@careerminds.com
👋👋👋💃THANK YOU.