Hierarchy of needs
What is the hierarchy of needs?
The hierarchy of needs is a psychological theory developed by Abraham Maslow that can be used to develop strategies for better employee engagement, retention rates, and motivation. There are five levels of individual needs: physiological, safety, love and belonging, esteem, and self-actualization.
What are the five hierarchy of needs?
Physiological
These are the most fundamental human needs—food, water, rest, and general physical well-being. In the workplace, it includes a living wage, breaks, reasonable working hours, and a comfortable physical environment.
Safety
Once physiological needs are fulfilled, individuals look for security and stability. This encompasses both physical safety and employment security, economic security, and access to healthcare. In a workplace, well-defined policies, safe workplaces, and open communication serve to fulfill this need.
Love and belonging
Humans are social beings. In the workplace, the need for connection is met through positive relationships with colleagues, team integration, and a feeling of belonging. This is facilitated by a strong organizational culture, inclusion initiatives, and team-building exercises.
Esteem
People desire respect, and this involves feeling valued and recognized. Employees can meet this need through feedback, promotions, visible acknowledgment, and being given significant responsibilities.
Self-actualization
This is the culmination of the hierarchy: becoming the best one can be. For staff, this may mean following innovative objectives, constant learning, or working on significant projects. Managers facilitate this necessity by instilling growth, autonomy, and meaning.
Why is the hierarchy of needs important?
Knowing where an employee currently stands in the hierarchy enables managers and HR professionals to develop solutions that address their specific needs. A happy employee at every tier is more likely to:
- Stay engaged in their work
- Build stronger relationships with their team
- Exhibit resilience and creativity
- Grow into leadership roles
How can employers use the hierarchy of needs to support their employees?
A strategic approach to employee needs might look like this:
Physiological and safety:
Provide competitive compensation, decent workloads, secure working conditions, and secure employment contracts.
Belonging:
Foster open communication, promote inclusive team cultures, and enable social connection—even in remote locations.
Esteem:
Regularly recognize achievement, provide career development initiatives, and encourage internal mobility.
Self-actualization:
Match jobs to personal values, provide room for creativity, and provide opportunity for innovation or side projects.
How do you fulfill the hierarchy of needs?
- Advocate for fair compensation and work-life balance.
- Seek organizations that value employee wellness.
- Build strong professional relationships and contribute to team culture.
- Set growth goals and look for continuous learning opportunities.
- Align your work with your core values and passions.
How does the hierarchy of needs help with employee experience?
The hierarchy of needs enables organizations to be more people-centric in their approach to employee experience. Rather than guessing what employees may want or need, employers can follow the hierarchy as a guide for building a space where individuals feel cared for, appreciated, and engaged at each step of their journey.
Here’s how it plays out in practice:
Start with the basics
Employees can’t focus on innovation or collaboration or innovation when they're stressed about paying the rent or working themselves to exhaustion. Satisfying physiological and safety needs (such as adequate compensation, security of employment, and a comfortable, secure workplace) engenders trust and eases tension.
Create a sense of belonging
Once the basics are met, employees thrive when they're connected to their colleagues and feel like a part of the company culture. An environment that fosters inclusivity, collaboration, and open communication makes people feel like they belong to something greater.
Boost confidence and purpose
Recognition, respect, and opportunities for growth hit that sweet spot in the workforce. When people feel seen and appreciated, they’re more likely to be engaged, confident, and committed.
Foster full potential
At the top of the pyramid is self-actualization—where employees are doing meaningful work that aligns with their passions and goals. Supporting this stage means encouraging autonomy, creativity, and continuous learning.