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生理 - 生存所必需的生物需求，例如食物、空气、水、住所等。\n- 安全 - 人们寻求安全和保障来保护自己\n- 归属感 - 人们渴望从周围环境中建立更深层次的人际关系和爱\n- 尊重 – 人们在生活中寻求认可和尊严\n- 自我实现 – 尽力而为并充分发挥潜力的感觉\n\n基本原则是，人们在被激励去朝着更复杂的目标努力之前，被驱使去满足他们最基本的需求。一旦这些需求得到满足，人们自然会开始寻找爱和归属感等。人类寻求更大的目标和抱负，以便拥有健康和充实的生活。\n\n![](https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F1685700617835594_Wj0y_8e75a79c26.jpg)\n\n**在工作场所实施马斯洛理论**\n\n在工作场所，马斯洛的需求层次法用于评估员工在许多领域的行为，包括动机和敬业度。马斯洛的需求层次必须根据新冠疫情前后的时代进行修改。使用这种精神分析观察来讨论员工敬业度很重要。根据员工的说法，了解他们需求的雇主更有可能让他们留在船上。当他们通过金字塔的每一步时，您将获得他们的忠诚，在此过程中提高他们的独立性、信心和自主性，并提高员工的幸福感和保留率。如果雇主探索我们的新常态以及员工期望如何演变，他们将更好地招聘和留住人才，并确保他们的员工保持敬业、联系和高兴。\n\n**让我们谈谈如何在工作场所使用马斯洛的需求层次来更有效地激励员工。**\n\n①生理与安全\n\n今天，有效的沟通是满足员工生理和安全需求的第一步。它首先提供一个温馨愉快的工作环境，提供干净的饮用水、干净的空气、合理的房间温度、用餐和小吃的地方以及干净卫生的工作场所。对于员工来说，“安全”不仅包括工作保障，还包括安全的工作环境和支持工作与生活平衡的雇主。他们的健康和福祉同样受到这些要求的驱动。要晋升到一个新的水平，员工必须首先满足这些要求。\n\n![](https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F1685700761818778_Ml_Xo_e5d5de2739.jpg)\n\n②归属感\n\n真正的“归属感”是让您的员工自由地重视自己的个性，并在工作中自在地做自己。这一要求可以通过建立一个欢迎的氛围和一个鼓励团队合作和沟通的办公室来满足。这些需求由乐于助人的经理、合作的同事和积极的工作环境来满足。雇主有责任确保这些活动继续进行，即使在虚拟环境中也是如此。当员工觉得自己是团队的一员并且可以看到他们非常适合这个职位时，他们更有可能努力工作并取得成果。\n\n③自尊\n\n对他们努力的认可是员工寻求雇主的认可。必须满足员工敬业度和尊重要求，员工才能体验到成功感和同事的认可。从事工作的员工付出了更多的努力，离开的可能性更小。当有机会进行持续学习和个人成长时，员工会体验到成就感，这反过来又激励他们在工作中进一步推动自己。\n\n④自我实现\n\n自我实现需求可能难以分类，评估起来更具挑战性。这个级别的目标是达到一个人的潜力、发展和经验的顶峰。这个级别增加了他们的能力，使他们能够激励和领导他人。通过提供可以专门针对这些员工需求量身定制的增长可能性，可以满足自我实现的需求。自我实现的员工勤奋、好奇和富有创造力，他们更有可能跳出框框思考。\n\n![](https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F1685700873823980_St_Hl_f58edf1df4.jpg)\n\n⑤要点\n\n高度敬业和有动力的员工通常会激发同事的积极主义。公司可以通过投资于员工的总体福祉来提高满意度，同时提高敬业度和积极性，从而影响生产力。如果公司与他们保持联系并表明他们致力于创造一个积极的工作环境，公司会发现招聘更简单，并且会更好地留住员工。",false,"2026-09-28T02:01:34.112Z","2026-09-28T02:01:34.244Z",{"id":356,"documentId":357,"name":358,"alternativeText":359,"caption":9,"focalPoint":9,"width":360,"height":361,"formats":362,"hash":378,"ext":312,"mime":315,"size":379,"url":380,"previewUrl":9,"provider":63,"provider_metadata":9,"createdAt":381,"updatedAt":381,"publishedAt":382},6498,"e0zqptcicyy2hlusndzcer1u","16857003593583135ja.jpg","Using Maslow's Hierarchy to Motivate Employees at Work",730,408,{"small":363,"thumbnail":370},{"ext":312,"url":364,"hash":365,"mime":315,"name":366,"path":9,"size":367,"width":44,"height":368,"sizeInBytes":369},"https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002Fsmall_16857003593583135ja_88a4be926f.jpg","small_16857003593583135ja_88a4be926f","small_16857003593583135ja.jpg",16.83,279,16833,{"ext":312,"url":371,"hash":372,"mime":315,"name":373,"path":9,"size":374,"width":375,"height":376,"sizeInBytes":377},"https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002Fthumbnail_16857003593583135ja_88a4be926f.jpg","thumbnail_16857003593583135ja_88a4be926f","thumbnail_16857003593583135ja.jpg",6.62,245,137,6621,"16857003593583135ja_88a4be926f",28.66,"https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F16857003593583135ja_88a4be926f.jpg","2026-09-28T02:01:31.701Z","2026-09-28T02:01:31.702Z",[384],{"id":385,"documentId":348,"title":359,"slug":350,"excerpt":9,"content":386,"seo_title":9,"seo_description":9,"seo_keywords":9,"isRecommend":352,"createdAt":387,"updatedAt":387,"publishedAt":388,"locale":389},850,"Researchers have come up with all sorts of ideas to explain human motivation. The \"Maslow's hierarchy of needs\" hypothesis is one we all know well. According to this theory, although everyone aspires to realize their full potential and achieve self-actualization, certain other basic human needs must be met first. You can assess whether your own needs are being met at work — and, by understanding this psychological concept, better meet the needs of your team.\n\nToday's employers need a new approach to keeping employees secure, connected, and engaged. Maslow's hierarchy of needs is used in the workplace to evaluate employee behavior across many areas, including motivation and engagement. Applied to employee engagement, the hierarchy places highly motivated, high-performing team members at the top of the pyramid. Make sure you use this engagement hierarchy of needs to give employees everything they need to reach their goals.\n\n![](https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F16857004365699652y_ZC_f3e55ebdf3.jpg)\n\n**Key Takeaways of Maslow's Hierarchy of Needs**\n\nThe hierarchy covers five levels of human needs, also known as Maslow's theory of motivation: physiological, safety, love and belonging, esteem, and self-actualization. They can be drawn as a pyramid, with the most basic requirements at the base and self-actualization at the peak. Basic needs are typically defined as physiological and safety needs, while psychological needs are defined as social and esteem needs. Self-actualization needs sit in a distinct category of their own.\n\n- Physiological — the biological needs essential for survival, such as food, air, water, and shelter.\n- Safety — people seek security and protection to keep themselves safe.\n- Belonging — people long to build deeper relationships and love within their surroundings.\n- Esteem — people seek recognition and dignity in their lives.\n- Self-actualization — the feeling of doing one's best and realizing one's full potential.\n\nThe basic principle is that people are driven to satisfy their most basic needs before they can be motivated to pursue more complex goals. Once those needs are met, people naturally begin to look for love and belonging, and so on. Humans seek greater purpose and ambition in order to live healthy, fulfilling lives.\n\n![](https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F1685700617835594_Wj0y_8e75a79c26.jpg)\n\n**Applying Maslow's Theory in the Workplace**\n\nIn the workplace, Maslow's hierarchy is used to evaluate employee behavior across many areas, including motivation and engagement. It must be adapted to the times, both before and after the COVID-19 pandemic. Using this psychoanalytic lens to discuss employee engagement is important. According to employees themselves, employers who understand their needs are far more likely to keep them on board. As they climb each step of the pyramid, you win their loyalty, raising their independence, confidence, and autonomy along the way — and improving employee well-being and retention. If employers explore our new normal and how employee expectations have evolved, they will be better at recruiting and retaining talent, and at keeping their employees engaged, connected, and happy.\n\n**Let's talk about how to use Maslow's hierarchy of needs to motivate employees more effectively in the workplace.**\n\n① Physiological and Safety\n\nToday, effective communication is the first step toward meeting employees' physiological and safety needs. It starts with providing a welcoming, pleasant work environment: clean drinking water, clean air, reasonable room temperature, places to eat and grab snacks, and a clean, hygienic workplace. For employees, \"safety\" includes not only job security but also a safe work environment and an employer who supports work-life balance. Their health and well-being are equally driven by these requirements. To move up to the next level, employees must first have these met.\n\n![](https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F1685700761818778_Ml_Xo_e5d5de2739.jpg)\n\n② Belonging\n\nA genuine \"sense of belonging\" means letting your employees freely value their own individuality and be comfortable being themselves at work. This need can be met by building a welcoming atmosphere and an office that encourages teamwork and communication. Helpful managers, cooperative colleagues, and a positive work environment all satisfy these needs. Employers are responsible for keeping these activities going, even in virtual settings. When employees feel part of the team and can see how well they fit the role, they are far more likely to work hard and deliver results.\n\n③ Self-Esteem\n\nRecognition for their efforts is what employees seek from employers. Employees' engagement and esteem needs must be met before they can experience a sense of success and the acknowledgment of colleagues. Employees who feel invested in their work put in more effort and are less likely to leave. When there are opportunities for continuous learning and personal growth, employees experience a sense of achievement — which in turn motivates them to push themselves further at work.\n\n④ Self-Actualization\n\nSelf-actualization needs can be hard to classify and even harder to assess. The goal at this level is to reach the peak of one's potential, development, and experience. This level expands their capabilities, enabling them to motivate and lead others. Self-actualization needs can be met by offering growth opportunities tailored specifically to these employees. Self-actualized employees are diligent, curious, and creative — and far more likely to think outside the box.\n\n![](https:\u002F\u002Fcaijing-img.oss-cn-hangzhou.aliyuncs.com\u002F1685700873823980_St_Hl_f58edf1df4.jpg)\n\n⑤ Key Points\n\nHighly engaged, motivated employees tend to inspire positivity in their colleagues. By investing in employees' overall well-being, companies can raise satisfaction while boosting engagement and motivation — which in turn influences productivity. When companies stay in touch with employees and show they are committed to creating a positive work environment, they find recruiting easier and retain employees 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