Maslow helps us understand.
This question is not a literal one. You see your people daily. Rather it is a figurative idea.
If you manage and lead any part of a business, you likely have a team surrounding you. Regardless of them being co-workers, direct reports, peers, or superiors, they are fellow human beings.
They come to work, do their jobs, and go home to whatever personal life they have chosen.
During the “time on the clock” though, there is a state of mind that drives all of the potential within your team.
I challenge my coaching clients to become sensitive to this state of mind within their employees and peers.
Maslow’s Way of Saying It
Likely you’ve heard of Maslow’s Hierarchy of Needs. The premise is loosely stated as there is a pyramid of human needs that progress from a very basic survival state all the way to enlightenment and self-actualization.
The stages are survival, security, belonging, importance, and self-actualization.
According to Maslow, we cannot operate at a higher level unless the lower levels are satisfied. Starting out with basic needs for food and shelter, you can not self-actualize if you are hungry and afraid.
We progress up the needs chain in the normal order of human existence.
Stephen R. Covey describes the hierarchy in more simple terms; live, love, learn, leave a legacy. Powerful.
Same Thing Happens at Work
I argue that this same principle applies to work. Each person comes to work operating somewhere within the same hierarchy of needs.
The shifts may not be too severe from day to day, but they do happen.
The person who has a big blow-up with their spouse right before leaving for work will approach the day in a different mindset than someone who left home with a warm hug and kisses.
Recently I shared this graphic across all of my social media platforms. I didn’t share any commentary, just the infographic.
The reaction was widespread, near viral. So I thought we should explore it in more detail.
A person’s position on the hierarchy dictates their ability to engage at work. Plain and simple. As you move up or down the grid, you are either more or less likely to have the willingness to contribute any discretionary effort.
The lower you sit on the scale, the less likely is your voluntary contribution and connection at work. Conversely, the higher up the scale, the more likely you will be to engage and contribute “above and beyond.”
Question: Think about your own path at work. Are there days when you feel less engaged than others?
