Episode D.019 Safe at Work

Today we are going to look at the topic “Safe at Work” from the perspective of your employees. Only when this need is met will they be able to give you their best work, which will in turn, grow your business. Today’s show will be filtered through Maslow’s hierarchy of needs. 

The basic idea of Maslow’s Hierarchy of Needs is that as people, and as employees, our needs are constantly changing. As one need is met, we desire other needs. 

Your employees are on a journey to self actualization. Each level has its own language:

1. Physiological level - "I'm only here for the money." 
2. Safety & Security level: "I am here for the money and job security." 
3. Love & Belonging Level: "I feel part of something bigger!" 
4. Esteem Level: "what I do makes a difference" 
5. Self Actualization Level: "I love working here and inspire others!" 

Notice that they can't reach the highest level without first having their physiological and safety levels met.


What does "safe at work" mean to your employees? 

1. Physiological Needs (basic issues of survival such as salary and stable employment)
2. Security Needs (stable physical and emotional environment issues such as benefits, pension, safe work environment, and fair work practices)
3. “Belongingness” Needs (social acceptance issues such as friendship or cooperation on the job)
4. Esteem Needs (positive self-image and respect and recognition issues such as job titles, nice work spaces, and prestigious job assignments.)
5. Self-Actualization Needs (achievement issues such as workplace autonomy, challenging work, and subject matter expert status on the job) 

How will 'safe at work" affect your business? 
Employees whose lowest level needs have not been met will make job decisions based on compensation, safety, or stability concerns. Also, employees will revert to satisfying their lowest level needs when these needs are no longer met or are threatened (such as during a pandemic or an economic downturn). 

As your employees struggle to have their needs met, their focus is on their own needs and not that of your company. The sooner you can meet the “safe at work” need, the sooner your employees can level up and shift their focus back to building your business. 

This places an extra obligation on business owners to act humanely when difficult organizational decisions such as staff reductions have to be implemented. The key point is that employees desire to work in an environment where they are accepted in the organization and have some interaction with others.

What can you do as the business owner?

1. Identify staff who might be immuno-compromised and consider placing them in a new position. eg. stocking shelves instead of running the cash register. 
2. Look for signs of domestic abuse or depression and have the tough conversations 
3. Continue to enforce good hygiene and disinfecting practices. 
4. Allow liberal sick leave. 

Finally, as you work to apply Maslow’s Hierarchy of Needs Theory to your workplace, keep in mind that Maslow’s Theory is always working in the background. It is not something that shuts off once you meet employees’ needs. Finding ways to apply Maslow to the workplace is your ongoing duty. Resist the trap of fixing it once thinking your job is done. Your employee’s needs change with the times!

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