An ordinary employee's 'Maslow Theory'

Maslow's needs theory is well known. He divides human needs into five parts, from bottom to top: physiological needs - safety needs - emotional belonging needs - esteem needs - self needs. Everyone in society is inseparable from this theory, especially at work, especially in the workplace.

Let's take a look at an ordinary employee in the manufacturing industry (here we are talking about a formal enterprise unit).

First, physical needs. The employees pay for their labor, the company pays them, and the employees are financially guaranteed, with salaries, working meals in the canteen, and dormitory allocations in some companies, basically satisfying the first-level physiological needs—allowing people to survive.

Second, security requirements. The factory has a team in charge of EHS to create a relatively safe working environment. If there are work-related injuries, most of them can be reimbursed through the process; wages are paid in full and on time, five insurances and one housing fund are purchased, and annual physical examinations are arranged in time to ensure the health of employees; There are standardized system processes and systematic skills training, etc., so that employees can get basic security in all aspects.

Third, emotional belonging needs. Everyone needs to be cared for and cared for, and this need is even more urgent and stronger than physiological needs. Employees working in the factory need a positive and humane working atmosphere. Ordinary employees are normal people and need to be understood and cared for. The entire team cares and takes care of each other, so that a warm "big family" can be formed, employees can have a sense of belonging, and cohesion can be formed. Proud to work here.

Fourth, respect needs. Everyone hopes that their abilities can be recognized by the company, and ordinary employees are no exception. By virtue of their abilities and performance, they are praised by colleagues and leaders and even promoted, reflecting their own value and being respected by the entire company. If a person can be respected, he will show the greatest enthusiasm in his future work, give full play to his abilities and positively influence others; if he is not respected or even looked down upon, employees will naturally lose, which is what is happening in today's society. The reason why many manufacturing industries are unable to retain grass-roots employees is because the grass-roots management methods are too rude, the employees are treated inhumanely, and some are even insulted at every turn. There is no distinction between high and low jobs, and everyone needs to be respected.

Fifth, self-needs. This is generally the highest level of human needs, which refers to the realization of personal ideals and ambitions, and the maximum exertion of personal abilities, which is also called human-post matching. If an experienced and capable employee cannot be promoted within a few years, he will spontaneously pursue his own future, and it is not surprising that he has quit his job. Generally speaking, most of the grass-roots managers in the manufacturing industry, team leaders/elongators/line leaders/squad leaders, are promoted from within, which is also a manifestation of people making the best use of them.

Finally, there is a higher-level pursuit, which is beyond the reach of ordinary people, and there is no need to say it. In fact, ordinary employees are very easy to satisfy, they are not wronged, and the money is in place, who wants to leave? Most employees leave because the needs of the third/fourth level are not met, or the degree of satisfaction is not enough. As long as the managers can achieve the above five points, I think the company must use their lives and develop rapidly!