Q&A: Are we supporting the basic human needs of our workforce?
People are an organization’s greatest asset. Ensuring your employees are motivated begins with understanding what their basic human needs are and how to support them in the workplace. In this episode, Morgan Furchner, Associate Product Marketing Manager at TriNet Zenefits, shares the basic needs employers should be fulfilling and how to determine if you’re supporting […]
People are an organization’s greatest asset. Ensuring your employees are motivated begins with understanding what their basic human needs are and how to support them in the workplace.
In this episode, Morgan Furchner, Associate Product Marketing Manager at TriNet Zenefits, shares the basic needs employers should be fulfilling and how to determine if you’re supporting those needs.
- Order your copy of our book People Operations: Zenefits.com/pops-book
On this episode, you’ll hear:
- [00:30] Reference Maslow’s hierarchy of needs
- [02:32] How to determine if you’re supporting those needs
- [05:00] The benefits of supporting the basics
Welcome to POPS the show that shows you how to shift from human resources, paperwork to people, operations for the new world of work. How by answering one question at a time I’m Morgan Furchner, Associate Product Marketing Manager at TriNet Zenefits here to help answer the question. Are we supporting the basic human needs of our work?
People are an organization’s greatest asset, ensuring your employees are motivated, begins with understanding what their basic human needs are and how to support them in the workplace. To start. I find that it’s really helpful to reference Maslow’s hierarchy of needs. Psychologists, Abraham Maslow developed this theory in 1943, and it still remains relevant today.
His theory proposed that humans have five tiers of needs. That allow an individual to feel fulfilled. He pauses that humans are most motivated to fill the needs on the bottom tier first and then move up as each new level of needs is met. So let’s explore the theory, just the same. Starting with the bottom tier first physiological needs.
Consider these are basic human needs. Everything from wages or salary to work environ. Benefits and health insurance. These items enable your employees to live their daily lives and take care of their families. The next level is safety. Another vital need that can impact the overall satisfaction of your workforce.
Safety is more than feeling physically safe at work. It also pertains to feeling emotionally safe and supported social needs are the next tier. Which relates to a sense of belonging through developing interpersonal relationships in the workforce. The next level above that is esteem by definition.
Self-esteem is your overall opinion of yourself, how you feel about your abilities and your limitations and employees esteem rises when they’re learning, growing, and being recognized for the work that they do. And lastly, the top tier is self-actualization. The highest order of motivation that equips us with the ability to be the very best version of ourselves at work.
This translates to your employees, ultimately wanting to feel that they’re doing the best they can in their positions. A self actualized employee feels empowered and trusted, which encourages skill and career growth as well as enhanced engagement. So now that we have an understanding of what the basic human needs are, how do we determine if we’re supporting those.
The five different tiers require different fulfillment strategies. However, there are five simple ways that organizations can achieve. This one is to offer fair compensation, compensation, and fair wages are critical in supporting your employees. Physiological needs, recurring salary reviews, bonuses, and additional financial incentives go a long way in addressing these needs.
In the current job market. On average, there are two open positions to every one candidate. So the power is in the employee’s hands. It’s crucial to continuously benchmark your organization’s compensation packages in order to stay competitive and improve. Employer retention two is to nurture and uplifting culture employees wanna feel that the organization aligns with their values.
In addition to legally obliging compliance regulations and safety standards. Meet your employees’ safety needs by nurturing and uplifting company culture. With diversity equity and inclusion policies,
three encourage inclusive leadership, inclusive leaders drive belonging in high performance. An organization thrives on strong peer to peer employee, to manager and employee to client relationships. So by actively listening, collaborating, and providing conflict management, you can support the social needs of your workforce.
In turn, your employees will feel a sense of belonging leading to improved employee retention and productivity. Four, make expectations clear support the esteem of your workforce by providing your employees with clear job titles and expectations, coupled with sincere recognition and appreciation for their.
There are many ways that you can reinforce your appreciation for your workforce from a holistic rewards program to simply pointing out the wonderful job that they’re doing in your weekly one-on-one meetings and five empower your people, support your people self-actualization needs by empowering them to make creative decisions that impact your organization.
Give them additional learning and development opportunities that align to their career and personal. Encourage them to join memberships in industry associations and participate in seminars or conferences
by supporting the basic human needs of your workforce. You will optimize productivity and engagement. Additionally, you will reap the benefits of maximizing your organization’s goals while improving employee retention. Interested in learning more about sporting your people. Visit [email protected]. Do you have a question for us?
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About The People Ops Podcast
Every week, we share the decisions, struggles, and successes for keeping up with an evolving workforce and a changing workplace. No matter if you’ve been in HR or are just getting started, this combination of transformational stories with actionable ideas, as well as context on hot issues, keeps you up-to-date while answering the questions you didn’t even know you had.
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