Maslow and Motivation

Happy Friday, 

This is Maslow’s Hierarchy of Human Needs, and it’s self-explanatory. View it as a bottom-up progression. The study of what motivates humans dates back to Aristotle, Epicurus, and Confucius. This hierarchical representation was published by Abraham Maslow in 1943. It, too, is old news. Yet surprisingly, few leaders today have had any exposure to what’s long been known about human motivation. It seems like that would be kinda helpful.

All five need categories show up to varying extents in most professional organizations. But the coincidence of their existence falls far short of strategic intent. For example, one of the things people enjoy most about where they work is friendships and a feeling of belonging. In fact, it’s the #1 reason people choose to stay. Yet it’s just happenstance. Rarely planned, purposeful, or promoted by the organization. It could be, though…

When people do quit, the #1 reason is a perceived lack of appreciation. As Maslow points out, humans are universally motivated by esteem. So when they believe they’ve earned it but aren’t getting it, some retire in place while others throw in the towel and seek it elsewhere.

Then there's this: With all other needs fulfilled, the height of human ambition is self-actualization—very powerful juju but pretty rare. Self-actualization is vastly underplayed by most organizations, and it can be a powerful differentiator that strongly supports recruiting and retention. Promoting individual self-actualization is both a smart and virtuous strategy. Here’s why it’s so alluring and so perfectly aligned with technical professions: 

Self-actualized individuals often experience a profound sense of meaning and purpose, finding significance in contributing to something larger than themselves. They’re more likely to experience what Maslow described as "peak experiences," moments of intense joy, creativity, and fulfillment, contributing to overall well-being. Beyond meeting personal needs, self-actualization involves a sense of connection to a greater purpose or the transcendent. This might include spiritual experiences, a deep appreciation for beauty, or a sense of unity with humanity.

An organization is a reflection of the capabilities of its people. So, for an organization to achieve its fullest potential, its people must first fulfill theirs. Promoting individual self-actualization directly encourages the betterment of your organization, and it's also precisely what humans aspire to most.

The better an organization fulfills ALL FIVE categories of human needs, the more motivated and loyal people will be. Why go anywhere else?

Punchline: If your job is to lead humans, it behooves you to understand what motivates them. Otherwise, you’re just bumping into the furniture. 😀

Have a great weekend,

Dave

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Written by me, not ChatGPT, with speed assist and blunder avoidance by Grammarly.