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Why do some employees seem unmotivated despite good pay? Maslow's hierarchy of needs – a key motivation theory - might have the answer.

Abraham Maslow focused on the different needs of workers. He argued that there are five levels in a famous hierarchy of human needs that workers need to have fulfilled at work.

A good way to remember the hierarchy is to think of it as building a house - you need a solid foundation (physiological and safety) before adding the upper floors (social, esteem, self-actualization)

Physiological: e.g. a comfortable work environment with fair pay to meet basic needs.
Safety: Job security and safe working conditions
Social: Positive work relationships, feeling wanted and being part of a team
Esteem: Status, recognition for achievements, opportunities to develop, and feeling valued as an employee.
Self-Actualisation: Being given meaningful work that helps workers reach their potential.

Maslow argued that tackling higher level needs such as esteem will only motivate workers if lower-level needs such as safety have been met / satisfied. So a business should implement strategies to try to help workers fulfil each need.

Here’s a real-life example of Maslow – Google.

Google provides free meals and comfortable workspaces (physiological), job security (safety), team collaboration spaces (social), recognition programs (esteem), and encourages employees to spend 20% of their time on passion projects (self-actualization).