Maslow’s hierarchy of needs as a management tool & and 4 management mistakes
/By Duncan Anderson. To see all blogs click here.
Reading time: 5 mins
Summary:
Providing feedback (management) can be complex . One way I talk about feedback is that there are 4 key areas and you want to consciously provide feedback in all 4 areas:
A1: constructive feedback about work done - removing existing downside
A2: positive feedback about work done - trying to create more existing upside
A3: showing ways to break new ground - new upgrades someone can add to themselves (self actualise) or upgrades they can add to others (transcendence)
A4: celebrating when someone has added new upgrades to themselves (self actualise) or added upgrades to others (transcendence)
I find that early employees can:
Mainly do “A1: constructive feedback about work done - removing existing downside” and not celebrate something being done well.
Or minaly do “A2: positive feedback about work done - trying to create more existing upside” and be scared to point out bad work.
Or only focus on giving feedback on work done (A1 & A2) and not proactively help others add new upside (A3 & A4).
Jingle (this is some of my finest work ;P)
“The purpose of a friend is to make you better than you would otherwise be.” Socrates.
Or is a much more catchy way… good friends remove downside, reinforce good things you do, add new upside and celebrate after you have added upside. Wanna be friends?
What is Maslow’s Hierarchy of needs?
Example 1:
Example 2
Comment:
Later in life Maslow added ‘transcendence’ at the top which I articulate as ‘helping others ascend the hierarchy’.
DA’s modification of Maslow’s Hierarchy Of Needs for management:
Deficiency needs (will be unhappy it not addressed… but if these are addressed then someone is not happy, the are just ‘not unhappy’)
L1: Physiological needs = someone is paid enough.
If someone feels their pay is unreasonable it will seriously grate… and make life not great!
L2: Safety needs = basic hygiene.
You have to be on time for a meeting, you need to send weekly reports on time, it’s not optional to try hard, it’s not optional to believe in yourself, etc etc.
“You get exactly the behaviour you allow.” Some behaviour is not acceptable… as such IMO even tolerating it just a little bit is unacceptable!
L3: Social / Belonging needs = IMO you don’t need to be best friends with coworkers but, at a minimum, it’s best to be friendly.
Take an interest in others.
A good team is more than the sum of its parts.
Good ‘friends’ / coworkers help you when you are down and tell you when you are a bit too big for your boots.
Effectively we are all here to help each other, the vast majority of workplaces are ‘positive sum games’ meaning if we support each other when down and eg point out blind spots and ego distortions we all win.
Done well this starts to feel like you are part of a ‘team’. IMO, done well, you know you are better for being part of the team AND the team is better for you being part of it!
L4: Esteem = you celebrate the achievements of yourself and others publicly
Hopefully you are proud of your output, IMO it’s important to be able to publicly express this.
Hopefully others think you have added value, IMO it’s important they let you know this.
Types of games:
Negative sum
Zero sum
Positive sum
Comment:
Since the Industrial Revolution, IMO, the world is more and more ‘positive sum’.
IMO the vast majority of jobs today are ‘multi player positive sum games’.
However, sport is normally zero sum, secondary education is normally zero sum, hunter gatherer times were zero sum. People can often be laden with a ‘default zero sum mindset’ which can be counter productive to forming a great team!
IMO celebration done well is positive sum - it inspires others to grow and shows you to appreciate and care about others.
Eg ‘The report you sent really clarified the features of the product which helped the sales team boost subscriptions, thanks so much for getting it done on time and in such great detail!’
This highlights celebration of a reflection of not only a job well done but articulates what made it done well and reinforces the expectations on the employee.
IMO celebration done poorly is negative sum - the only reason to do something is to get a badge, you are not trying to help make the world better but to get as many badges as possible.
EG ‘Great job on the report’
This highlights celebration done poorly. Sure, maybe the report was great but the employee has no idea what made it great. Was it just because it was done on time? Or more?
Here you also need to point out poor quality work. L3 is more ‘you sent the report on time’ and L4 is more ‘was the report quality?’. IMO need both.
After all… it’s not called ‘maslows’ hierarchy of wants’... it’s called ‘maslow’s hierarchy of needs’.
Growth needs
L5: Self actualization = levelling up what one is capable of. IMO your body is limited, your mind is limitless. Expanding the capabilities of your mind is… good ;)
I don’t think there is such a thing as ‘intelligence’. I think ‘intelligence’ is actually accumulated knowledge, skills and innovation ability. See this blog and this blog.
Helping someone see they can add an upgrade to themselves is some of the most rewarding stuff I’m aware of.
Trying to add an upgrade to yourself is some of the most fun stuff I’m aware of.
Do you know what I like? Rewarding fun!
L6: Transcendence = levelling up what others are capable of.
Helping others see that they can level up others!
Hopefully one of the people they see they can help is YOU! So one part of transcendence is ‘helping others help you’.
You are not just in a ‘positive sum multiplayer game’ here, you have hit lift off!
Transcending = lifting off!
Comment:
Ideally you have all levels addressed. Ideally you help others address all levels.
If the bottom levels are the basics, and the top levels are beautiful… I want to be basic… ally beautiful!
“Those who look for beauty find it.” Bill Cunningham.
“Those who look for ugliness find it.” DA
I plan on trying to find and create as much beauty in this world as possible… sounds pretty basic!
We all players, we are all coaches - 4 types of player and coach mistakes I see
A good employee (player and coach) is consciously working to have all levels of the Maslow's Hierarchy met for themselves.
A good employee (player and coach) is consciously working to help others have all levels of Maslow's Hierarchy met.
Problem types:
Type 1 Problem: Only provides constructive feedback on deficiency needs
Type 2 Problem: Only provides positive feedback on deficiency needs
Type 3 Problem: Does not show how someone can do growth needs for themselves
Type 4 Problem: Does not celebrate with others when someone has levelled up on growth needs
In visual form
You want all quadrants to be looked after!