In 1943, Abraham Maslow first introduced his Hierarchy of Needs theory, which examines what motivates us as individuals.
He claimed that people are motivated by things and circumstances ranging from basic survival up to the ability to reach and achieve one's full potential.
That sounds like something that could be applied in the workplace to elevate employees' motivation from simply being there to get a paycheck to performing at a very high level...
...and actually enjoy doing it.
Workplace Wellness programs are all the rage these days – and rightly so.
You don't need to be a doctor, analyst, or accountant to realize that healthier employees are going to take fewer sick days and be more productive while at work....which obviously helps the bottom line.
It's also true that for many employees, a healthier body also leads to less stress, emotional well-being, and a happier mindset.
Simply put, a fit and healthy workforce makes good business sense.
But true wellness transcends the physical condition alone...
The best way to maximize commitment, effort, and production from people is to ensure they feel valued.
Everyone wants to be appreciated and respected, but what many organizations fail to realize is that this goes far beyond just the financial implications or an occasional free lunch. These things are expected (after all, no one is going to work for free), so it takes a few extra steps to get people to go the extra mile.
Now, let me tell you a little story about something that happened to me in Las Vegas that I (initially) kept to myself for over 20 years.
Wouldn't it be great if we could simply give each employee a little medication that would boost leadership and engagement as well as happiness, teamwork, commitment, and productivity?
Yes, an Employee Engagement pill would be a dream come true for all of us.
But while there may not be a magic elixir to ignite and galvanize the workforce, you don't need a Ph.D. in chemistry to make positive changes in staff behavior and performance.
Growing up we are taught (and throughout life we observe) what is frequently referred to as the Golden Rule. For many of us it started as (and maybe still is) the phrase "do unto others as you would have them do unto you”, and while the exact wording is flexible the central message is common to all.
In principle the concept champions a two-way, reciprocal and mutual relationship between two or more parties.
This indeed is a very admirable idea, but it has a fundamental flaw that is amplified when brought into the workplace.
If you are of my generation (or just musically diverse) the title of this blog post may have you now humming a viral 90's song.
But while listening to the opening lines of Vanilla Ice's global hit, it resonated with me how important these three words are in the increasingly important areas of Engagement, Culture, Workplace Relationships, and the overall Employee Experience.
