At the heart of every community lies the fundamental need to feel secure, understood and valued, and the workplace is no exception.

Leadership is fundamentally about understanding and addressing the needs of your team to foster a people-first culture. In the same vein, good leaders recognize that to build high-performing teams, they must tune into the human motivations that drive their employees.

Motivation is perfectly explained by Maslow’s Hierarchy of Needs, a timeless psychological model developed by Abraham Maslow.

The theory goes that people are motivated to fulfill their basic needs before moving on to other, more advanced needs. The hierarchy starts with physiological needs such as food, water, shelter and sleep, before ascending to safety needs like financial security and job protection. It then progresses to psychological needs that encompass love, belonging and familial connections.

Higher up in the hierarchy are esteem needs, which include the desire for competence, self-respect and autonomy. At the very top are self-fulfillment needs: the pursuit of creativity, appreciation and personal growth.

I was first introduced to the idea of Maslow’s Hierarchy of Needs in college, where I was pursuing a degree in sociology and conceptualizing what drives humans to emotionally and physically feel safe, thus laying the foundation for emotional and physical success in the workplace.

The concept resonated with me immediately. Its simplicity and depth provided a lens through which I could understand the world around me better and which, ultimately, became the foundational principle for the culture at my company, Skylar Security. At Skylar, I apply Maslow’s principles by ensuring that my guards’ basic needs are met above all else.

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This is not merely about adhering to a theoretical model; it’s about acknowledging that when my team’s fundamental needs are satisfied, they are best positioned to excel in their roles and provide non-traditional security services. I’ve seen firsthand how a properly supported, well-rested and emotionally secure guard is more alert, more engaged and better equipped to handle the complexities of their work.

To help you truly grasp the impact of Maslow’s Hierarchy of Needs on workplace dynamics, I want you to imagine yourself stepping into the shoes of an employee entering your organization. As a business leader, it’s essential to understand how each level of the hierarchy influences their experience from the moment they join your team.

Let’s explore how these fundamental human needs come into play in their day-to-day interactions:

The Foundation (Physiological Needs)

As you step into the workplace, you bring with you the most fundamental of needs: food, water, rest and warmth. These are not the responsibility of the workplace per se, but they form the bedrock upon which your performance and success are built. Your ability to fulfill these needs showcases your drive and determination, proving to your employer that you have the resilience and motivation to thrive.

Yet, while the workplace may not be directly responsible for meeting these physiological needs, it plays a crucial role in supporting you as you strive to meet them yourself. A fair compensation structure is important, but so is understanding.

Your employer recognizes that each employee has unique needs, and they ask for your input to ensure that the workplace environment accommodates them, whether you prefer cash in your pocket over health insurance, flexibility in work hours, mental health resources, or other non-traditional benefits like gym access.

Stability and Security (Safety Needs)

As you settle into your role within the organization, you’re seeking safety and stability in your workplace. Thankfully, your employer understands the importance of creating an atmosphere of trust and transparency, and actively fosters a culture where you feel comfortable approaching your supervisors with any issues or challenges you may encounter.

Whether it’s discussing job responsibilities, seeking feedback on your performance, or addressing workplace concerns, you know that your voice will be heard and respected. Feeling supported and valued by your employer gives you the confidence to take on new responsibilities and pursue growth opportunities within the organization.

You know that you can trust your supervisors and colleagues to have your back, allowing you to focus on your work and contribute to the team’s success.

Connection (Love and Belonging)

As you become more integrated into the team, you crave a sense of belonging and connection. You understand that the workplace can sometimes feel isolating or impersonal, but you want to feel included as part of the team. Recognizing this, your employer takes the time to inquire about what’s going on in your life and how it may impact your work. They ask, “How are you?” and genuinely want to know the answer.

Love and care are integrated into the workplace culture, and instead of resorting to traditional disciplinary measures, your employer focuses on coaching, leading and training the team to grow and develop. They understand that everyone contributes to the success of the organization as a whole, and regardless of whether you’re a maintenance worker or a lead executive, you feel an equal sense of belonging and value.

Recognition and Empowerment (Esteem Needs)

As you continue to grow within the organization, you seek recognition and empowerment to fuel your motivation. Your employer challenges the status quo by creating a culture where achievements are celebrated and opportunities for growth are abundant.

Their investment in your success is obvious, and their recognition of your hard work fosters a sense of appreciation and belonging within the team. Because of this, you feel inspired to push the boundaries of what’s possible, taking on new challenges and pursuing ambitious goals. You’re energized by the endless possibilities for advancement and fulfillment.

Personal Potential (Self-Actualization)

As you embark on your journey within the organization, you are driven by the desire to fulfill your potential and become the best version of yourself. Your employer understands that true fulfillment comes from aligning your personal aspirations with the opportunities available within the organization.

During the onboarding process, your employer took the time to ask you, “If you had all the money and time in the world, what would you be doing right now?”

Fast forward a bit, and they’re helping you make that dream a reality, whether it’s owning your own business, going back to school, or changing your career path entirely. They’re not afraid that you will outgrow their organization because they don’t operate from a place of fear.

From that very first hello, they laid the groundwork for your success. You reflect on your journey within the organization and realize how fortunate you are to have found a workplace that truly understands your motivations. You couldn’t be happier knowing that the seeds of Maslow’s Hierarchy of Needs were sown from the start, paving the way for where you are today.

Take a moment to reflect on the journey you’ve just experienced and consider how you can apply these insights to your own leadership approach. Embrace empathy, prioritize your team’s well-being and foster an environment where each individual can reach their full potential. By doing so, you’re not only elevating your organization but also championing a new standard of leadership that prioritizes people above all else.