How can you apply Maslow's hierarchy of needs to motivate your team?

Encourage employees to take regular breaks throughout the day. For remote workers, ensure they know it’s okay to step away from their desks to recharge. Promote break schedules that allow time for relaxation, stretching, or light physical activity. This is especially important for remote workers who may not have the opportunity for natural movement between tasks. Ensure that your team has easy access to water by encouraging regular hydration. You could even provide reusable water bottles with the company logo to remind employees to drink regularly. In light of the ongoing emphasis on remote work, ensure that your team members know how to access telemedicine services and that their insurance provides coverage for online consultations.

If and when employees do share that their physiological needs are not being met, the lack of support will have a trickle down effect on how they feel about their employer. Sustain a healthy working relationship and build a stronger reputation for your organization by ensuring their bare needs are taken care of. Consider the courage the employee must have had to muster up to be able to say something to you about their needs, ensure that they at least feel heard.

From my experience, employers should consider that ignoring this level will certainly have a negative impact on both the employee and their organization. Consider that people will not perform well until they have this level met. If I lack any of the psychological needs, my focus will be on resolving that lack. While I may still accomplish work, it will not be my best work. Even if the level of accomplishment is acceptable at this moment, the employees will, at best, not reach productivity necessary to compete long term and at worst determine they need to work elsewhere.

To apply Maslow's hierarchy of needs in team motivation, start by addressing basic physiological needs through fair compensation and conducive work environments. Next, fulfill safety needs by ensuring job security and a supportive workplace culture. Foster a sense of belonging by promoting teamwork and inclusivity. Recognize achievements and provide opportunities for self-esteem through challenging projects and career growth. Finally, encourage self-actualization by supporting personal development and autonomy in decision-making. By understanding and catering to these needs, you can create a motivated and engaged team that thrives both professionally and personally.

In my experience, one of the biggest safety factors for employees is being able to provide for their families. I recognize that organizations cannot and should not provide that level of safety to employees, however, supporting education and career planning efforts allow the employee to feel a level of safety beyond the organization. While working with a large Telco downsizing, I was asked to help improve morale. The leadership was saying "stay focused and don't worry". That message did not resonate with the employees. My approach was to tell employees that there was a real possibility of a layoff and provide education and career development workshops to help the employees. After one month, productivity and morale increased significantly.

Safety requires leading out of respect, rather than fear. Positive reinforcements go a long way. People love basking in the feeling of accomplishments, cater to the reward system that resonates best with each of your employees.

It is crucial for employers to build a sense of belonging in the organization. When one feels they belong in an organization that has a strong societal value, they often become emotionally invested. Emotionally invested employees want to contribute to the organization’s mission and vision. It is also important that employees help all members of the team feel included in the organization's work and mission. Building a culture of inclusivity should be as much a grass roots effort as a leadership responsibility. Building that skillset is an area that we should consider including in employee growth and education plans.

Luckily for you, if you've invested in belonging needs early on in your organizational growth, you'll see the residual effect it has had on your employees. In my experience, there has always been at least a couple of colleagues that prioritize building meaningful connections. Your employees will be more invested when they are welcomed with open arms for their creative ideas that may just drive your business to the next level!

Team members often want to know that their opinions and contributions are valued and appreciated. When soliciting feedback, leaders should demonstrate genuine respect for the input given and looks for ways to integrate ideas and contributions that will positively impact the team.

As a leader, demonstrate what it looks like to take accountability and become a better version of yourself daily. Actions speak louder than words. Remain inquisitive and open-minded enough to understand that there is always room for improvement, and your employees will do the same naturally.

Be cautious of the competence-confidence gap. Team members may appear confident yet lack actual skills, or possess valuable abilities but doubt themselves. To bridge this gap, implement a "skills inventory" system where individuals anonymously rate their own and peers' competencies. This approach reveals hidden talents and areas for growth, allowing you to tailor challenges and recognition more effectively. Also, consider the "spotlight effect" - our tendency to overestimate how much others notice our actions. Encourage team members to seek feedback proactively rather than waiting for praise. This shift in mindset fosters self-directed growth and reduces dependency on external validation for motivation.

Teach others what you have learned to be able to get to where you are. You'll be able to delegate more, get fresh ideas, and inherently will have more buy-in support when launching new projects. The most valuable asset you'll ever have is yourself, be the person you wish you had by your side every step of the way.

When applying Maslow's hierarchy of needs to motivate a team, it's crucial to remember that meeting basic needs is just the starting point. Encourage a supportive work environment where individuals feel valued and respected. Foster open communication, provide opportunities for growth and development, and recognize achievements. Ultimately, strive to create a sense of belonging and fulfillment for every team member, ensuring their holistic needs are met to drive motivation and productivity.