pictorial of maslows hierarchy as it relates to employee engagement

1. 4
Evangelist - Promoter
•I love my job, am energized by my work,
and encourage others to join.
•I actively participate in work functions,
contributing above and beyond.
• I regularly attend training, seminars,
conferences with management blessing.
•I know how I contribute, and can clearly
vocalize it.
Valued
• I feel welcome and rewarded for my
efforts & if an offer came along, I’d pass.
• I like to take on new tasks, and feel
supported when I do
• I seek out new ways to ‘win.’
• I seek out training, but may not attend
seminars or conferences relevant to the
role.
• I may passively participate in ERG groups.
Motivated
• I’d like more responsibilities, but they may not
be offered or available.
• If a better offer of pay or benefits comes, I’d
weigh pros/cons to staying put.
• I know how I contribute to ‘wins’ in the org.
• I know career opportunities and training
available to me, but I may not take advantage.
• Training, when available, is focused on skills
Belong
• I know what the company values, but not how I
contribute to it.
• If something better comes along, I’ll consider it.
• I don’t see career development opportunities
for me here.
• I don’t talk about the organization in a positive
light, and very passively
Secure
• I’ll take overtime/extra time, because I care about
the $$, not the work.
• I have no idea why my job is important to the org,
nor do I care.
• I am passively looking for work elsewhere.
• I have more sick days than average .
• I hate my boss or co-workers.
• If asked, I’d warn others to stay away from this
workplace.
Survivalist - Detractor
• I’m here for the $$, barely.
• They may be actively trying to undermine projects.
• You think I’m a slacker.
• I do as I’m told, no more.
• I’m actively looking for work.
• I publicly criticize the company and working
conditions in person and in social media.
• I don’t care about improving my situation.
5
6
1
3
2
Maslow's
hierarchy of needs
for Employee
Engagement
Dis-engaged
employee
Fully engaged
employee
Active
detractor

2. Evangelist/Promoter
• They know they are making a difference
in their job, and are happy to put in extra
effort to achieve it
•They have comprehensive career plans
created/coordinated with their direct
manager.
•They regularly attend training, seminars,
conferences with management blessing.
Valued
• Short and long term org. goals are
applicable to them.
• They know how they contribute, and can
clearly vocalize it.
• They have development plans and
coordinate with their mgrs to maintain
them.
• Seek out professional training, but may
not attend seminars or conferences
relevant to them.
Motivated
• They like their manager/Team
• The know how they contribute
• Don’t know/see career opportunities
• Training, when available, is focused on skills
only
• Professional development is only considered
during annual evaluations, or as a
performance afterthought.
Belong
• The working conditions are fine, but don’t fee rewarded by the work
• Investing in their development may reap rewards in productivity.
• They’d be productive if they knew how they contributed, and see the relevance to their work.
Secure
• They are on the fence, and their working
conditions need to improve soon
• They’d consider staying on if some major
changes happened.
• If they got reassigned, or if their boss/co-
worker got fired, they may become more
engaged.
Survivalist/Detractor
• The employee doesn’t care about improving their
situation
• Investing in developing them may be perceived
negatively by them
• They may be actively trying to undermine projects.
• They do the absolute minimum to avoid being
noticed.
5
3
6
1
4
2
Maslow's hierarchy
of needs
for
Employee
Engagement