Many managers believe that increasing salaries will motivate employees, but this is not a long-term solution.
If we look at Maslow’s well-known hierarchy of needs and try to interpret it in a business context, we can find many more answers.
The first two levels, which provide for basic physiological needs and security, are a mandatory prerequisite before we can begin to think about the next three. In other words, once compensation covers basic needs, it suddenly loses its importance as a motivator. Maslow realized that a person cannot work their entire life simply for money.
The next needs then come to the forefront – those that also require satisfaction
This is the need for belonging, understood not only in a family context but also in a business one. Does the employee feel good in the work environment? Is there a microclimate of mutual support? Is a good work process in place?
What can an employer do to motivate their people?
They can foster an atmosphere and spirit of teamwork, allow work to include interaction between people and hold regular meetings to discuss work processes, tasks and related matters.
The next need is for respect, recognition, achievement, appreciation, and professional development.
The main questions are: Is there respect among colleagues? Do managers show respect toward their subordinates? Are contributions acknowledged and are good results rewarded? Are satisfied clients’ voices heard? Is the importance of teamwork recognized in completing tasks or does everyone pull the blanket toward themselves by highlighting only their own achievements? Is growth and promotion possible in line with the personal strengths and weaknesses of those who stand out in the team? What happens after one of the colleagues is promoted? What remains beyond the “packaging” of titles and hierarchical positions – is there humanity, respect, empathy and understanding?
Finally come the needs for self-actualization, aligned with the individual – interesting or creative work, an attractive position with flexible working hours and the option to work from home, a desire for knowledge and development and self-improvement according to one’s own values.
What is required from the employer to motivate and retain people?
They can develop and train their employees so they can unlock their potential, assign more complex and responsible tasks, and allow them to work autonomously, without constant supervision.
Self-actualization is described as the highest need. This requires leaders to give employees a sense of meaning, direction, and purpose beyond the standard understanding of work.
For a good employee to be truly motivated, satisfied, and happy, it is not enough to simply receive a good salary. They must feel that they are not just going to work, but developing as a person – both professionally and personally. This employee development builds attitudes, knowledge, and skills that flow back into the work and support the organization and its path of growth
Business development = Development of employees’ potential
Nadejda Savova