Have you ever wondered why some workplaces feel inspiring, supportive, and even life-changing, while others just… don’t?
The answer might lie in a theory from the 1940s that’s still shaping modern work culture today. That theory is Maslow’s Hierarchy of Needs. Created by psychologist Abraham Maslow, this simple but powerful pyramid of human needs helps explain why people behave the way they do—and more importantly, what they need to thrive.
Understanding what motivates employees might sound like a complex challenge, but it really doesn’t take much. The truth is, Maslow’s Hierarchy of Needs offers a straightforward and common-sense framework to help leaders understand what their teams need to thrive. Besides, human motivation is not as mysterious as it may seem—people have basic needs that must be met before they can reach their full potential. By addressing these needs, leaders can create a supportive and effective work environment.
Here’s a glimpse at how Maslow’s hierarchy applies to the workplace, what it means for employee motivation and wellbeing, and how businesses can use it to create environments where people genuinely want to work—not just have to.
What Is Maslow’s Hierarchy of Needs?
Before diving into the workplace side of things, let’s start with a quick refresher.
Maslow proposed that all humans are motivated by five levels of needs. Imagine these as steps on a ladder or rungs on a pyramid:
- Physiological needs – Food, water, rest—basic survival.
- Safety needs – Protection, stability, and security.
- Love and belonging – Relationships, connection, and acceptance.
- Esteem – Recognition, respect, and self-confidence.
- Self-actualization – Fulfillment, creativity, and purpose.
Maslow believed that you must satisfy lower-level needs before moving up to the next. For example, it’s hard to care about career growth if you’re worried about paying rent or facing a toxic work environment.
Now, what happens when we apply this hierarchy to the world of work?
How Does Maslow’s Theory Apply to the Workplace?
At work, we are still human. We don’t leave our needs and emotions at the door. A job isn’t just a paycheck—it’s a big part of our daily lives, our identity, and sometimes even our dreams.
But sometimes, the workplace can either support or severely hinder our sense of wellbeing. When people face challenges like casual racism, or ageism in the workplace, their basic psychological needs—such as feeling safe and valued—go unmet.
Maslow’s Hierarchy of Needs teaches us that true motivation comes from fulfilling basic human needs—something that shortcuts can’t achieve. Empathy is far more effective than any management trick because it helps you understand where each team member is on that hierarchy. When you take the time to meet their physiological, safety, and emotional needs, you foster a deeper sense of trust and security. From there, employees can focus on higher-level goals like growth, creativity, and achieving their full potential.
So, while management hacks may give temporary results, empathy rooted in Maslow’s theory creates a supportive environment where people feel valued, engaged, and motivated for the long haul.
Let’s look at how Maslow’s five levels show up in the workplace, and how leaders can create a culture that encourages diversity and inclusion, promotes respect, and helps employees rise above challenges like sabotage in the workplace, or jealous coworkers.
1. Physiological Needs – “Let me survive”
This is ground zero. People need to meet their basic needs to live and function.
In the workplace, this means:
- Fair wages that allow employees to cover essentials like food, rent, and transportation.
- Reasonable work hours that allow for rest and family time.
- Access to clean facilities—like kitchens, restrooms, heating/cooling, and places to sit and eat.
✅ Some companies offer free meals or snacks, especially in high-cost cities. Furthermore, others provide nap pods or wellness rooms for rest during long shifts.
⚠️ If these needs aren’t met, motivation doesn’t even stand a chance.
2. Safety Needs – “Let me feel secure”
Once survival is handled, employees look for security. This means:
- Job security – Will they still have a job next month?
- Safe work environments – Especially crucial in factories, hospitals, or construction.
- Health benefits – Medical insurance, mental health support, sick leave.
- Clear policies and structure – Rules that protect against discrimination, bullying, or favouritism.
⚠️ Uncertainty kills motivation. Furthermore, if people live in fear of layoffs or micromanagement, they’ll never be fully engaged.
3. Love and Belonging – “Let me feel part of something”
Humans are social creatures. At work, this translates to relationships, community, and a sense of belonging. Companies can support this by:
- Building a strong team culture – People who feel like they’re “in it together.”
- Encouraging collaboration – Breaking silos, open-door policies.
- Celebrating together – Birthdays, team wins, milestones.
- Mentorship programs – Helping people connect across departments.
✅ When employees say, “I love my team,” that’s Maslow in action. It’s not just the work—it’s the people.
4. Esteem Needs – “Let me feel valued”
Now we’re moving into the higher levels. Once people feel safe and connected, they want to feel important. At work, that means:
- Recognition – Praise, awards, shout-outs in meetings.
- Opportunities for growth – Promotions, new challenges, certifications.
- Autonomy and trust – Being trusted to make decisions without being watched like a hawk.
✅ A simple microaffirmation—like a manager saying, “I see how much effort you’ve put into this”—can completely turn around someone’s day, or even their career. These small moments of genuine recognition don’t cost anything, but they’re incredibly powerful.
When people feel seen and appreciated, motivation and morale naturally rise.
5. Self-Actualization – “Let me reach my full potential”
This is the peak of the pyramid. It’s not about money or praise anymore—it’s about meaning. At work, this looks like:
- Challenging projects – Where people can grow, innovate, or lead.
- Purpose-driven work – Employees want to feel like what they’re doing matters.
- Personal development – Training, coaching, learning new skills.
- Freedom to be creative – Not just following checklists.
👉 Google’s 20% time, where employees can work on passion projects (like Gmail!) is a famous example of self-actualization in the workplace.
What Are Maslow’s Hierarchy of Needs for Employee Motivation?
Motivation is not just about bonuses or promotions. It’s about meeting people where they are. Some employees need more security. Others are craving recognition. Some just want to grow.
That’s the beauty of Maslow’s theory—it’s not rigid. It’s human and it’s flexible. Moreover, it’s about understanding that different people are motivated by different things at different times.
Great leadership, in my experience, means truly seeing each team member as an individual—with unique needs, motivations, and ways of working. I made it a priority to know my team personally and understand what made each person tick. What motivated one person didn’t work for another, so I adjusted my approach to fit each individual. Some thrived on regular encouragement and recognition; others did their best when I gave them space and trusted them to own their work. What’s more, connecting on a human level didn’t take much—just presence and genuine attention. That mindset played a major role in my business success. When people feel seen and supported, they show up fully and give their best.
What Is an Example of Maslow’s Hierarchy of Needs in Business?
Let’s say you run a small design agency. Here’s how you might meet Maslow’s needs:
- Physiological: You pay a liveable salary and offer coffee, snacks, and clean facilities.
- Safety: You offer contracts, health benefits, and a respectful, harassment-free workplace.
- Belonging: You organize weekly team lunches and monthly brainstorming sessions.
- Esteem: You recognize great work during team meetings and offer clear paths for promotion.
- Self-actualization: You let employees lead their own client projects or pitch creative ideas.
Even with limited resources, applying Maslow’s theory can make a huge impact.
What Is Maslow’s Hierarchy of Needs and Employee Wellbeing?
Employee wellbeing isn’t just gym memberships and wellness apps. It’s making sure people feel seen, safe, and supported—physically, emotionally, and mentally.
Maslow’s hierarchy gives us a roadmap. When all five levels are addressed, people are not just surviving—they’re thriving. And when people thrive, businesses grow.
Final Thoughts: Why Maslow Still Matters Today
It’s easy to forget that the workplace is still a human place. People bring their hopes, fears, goals, and needs with them every single day.
Maslow’s hierarchy reminds us of something timeless: people want more than just a pay check. They want to feel safe, valued, connected, and inspired.
