Key Driver of Satisfies This

Effect on Employee Performance

Engagement Need
“My work space is Physiological  When this need is met, employees look forward to coming
comfortable, and I have the to work and can perform more productively.
tools and resources I  When this need is not met, employees may dread their
need.” time at work and not accomplish as much each day.
“I am fairly compensated Physiological  When this need is met, employees are likely to remain
with salary and benefits.” Esteem committed to the company and don’t feel taken advantage
of.
 When this need is not met, employees may become
suspicious of or competitive with each other, or begin
looking for other employment.
“I feel confident in my job Safety  When this need is met, employees can relax and bring
security with this company.” their best effort to their jobs, knowing they will still be
there tomorrow.
 When this need is not met, employees may be paranoid,
insecure, and less devoted to doing their best.
“I can bring up concerns Safety  When this need is met, employees trust management to be
and ideas to my Esteem open to their ideas, suggestions, and even criticism.
supervisors”  When this need is not met, employees may hesitate to be
proactive, contribute solutions, or bring attention to
problem areas for fear that it could backfire on them.
“I feel well-informed by Belonging  When this need is met, employees feel they are connected
what is going on at this Esteem to the big picture and are motivated to work towards
company.” common goals.
 When this need is not met, employees may become
distrustful or disillusioned, and performance can suffer
because they “don’t see the point” of their jobs.
“There is a strong sense of Belonging  When this need is met, employees communicate well with
teamwork here.” each other and with management, and inter-office conflict
is kept to a minimum and handled effectively.
 When this need is not met, tensions can rise between team
members or management, and productivity takes a
backseat to conflict resolution.
“This company recognizes Esteem  When this need is met, employees strive to earn the
and rewards people who Belonging company’s recognition and are supportive of their team
are doing their jobs well.” members who do the same.
 When this need is not met – or if it is met unfairly, such as
favoritism – employees may become less productive or
unhealthily competitive with one another.
“This company is highly Esteem  When this need is met, employees take pride in their work
respected in the industry and in their roles in supporting the company’s success.
and/or by the public.”  When this need is not met, employees may feel ashamed
or embarrassed to say that they work for this company,
and possibly seek out positions with better-regarded
employers.
“I feel empowered to make Self-  When this need is met, problems and situations are
decisions on my own.” actualization handled effectively, swiftly, and with the least amount of
drama.
 When this need is not met, the employee feels – and acts –
as though their hands are literally tied, and productivity
suffers because they are always waiting for someone else
to act first.
“There is a clear path for Self-  When this need is met, employees draw extra motivation
promotion or growth from actualization from the possibility of advancement and seek to impress
my current position.” Safety management by proving their worth.
 When this need is not met, employees may feel
underappreciated or stifled, and are open to other
opportunities with more promise.