FEATURE astonishing figure when you consider that over 3 billion people are employed .
To what , then , might we assign this apparent misalignment ? Well , whilst certainly not suggesting a simple answer to what is clearly a complex question , a contributing factor may well be in the framing of employment benefits .
Allow me to offer an explanation .
Taz Rajabali , Founder and CEO of Melius Consulting
our thoughts on paid labour and not the broader definition of ‘ work ’ which may include parenting or running a home , for example .
With that clear , we turn our attention to our trusted friend Mr . Maslow and his rather famous Hierarchy of Needs . Needs lower down in the pyramid must be satisfied before people can attend to needs higher up . At the bottom of the pyramid comes Physiological Needs : including air , water , food , shelter , clothing and reproduction , next up Safety Needs : personal security , employment , resources , health , property . Love & Belonging comes next : friendship , intimacy , family , sense of connection . Followed by Esteem : respect , self-esteem , status , recognition , strength , freedom . And at the top – Self-Actualisation : desire to become the most that one can be .
All needs met ?
Without the need for extensive consideration , one may clearly deduce that work , in some form , benefits all that Maslow suggests . From an enablement role in Physiological Needs via a literal appearance in Safety Needs , and on towards an aspirational role in Self- Actualisation , the world of work offers , without question , opportunity for each of us to quench our needy thirsts .
And yet , it seems our relationship with work remains fragile at best . A recent study stated that 70 % of employees are disengaged , an
Ask any organisational HR professional the benefits of working at said organisation , and you are likely met with a familiar list including , but not limited to , a competitive salary , career progression , learning opportunities , possible healthcare benefits , paid annual leave and so on and so forth . Whilst these benefits may offer two ‘ ticks ’ on the Maslow pyramid ( Physiological and Safety ), three remain unchecked . And perhaps herein lies our problem . Were we to offer work benefits an alternative lens , we may reframe in such a manner as to present more comprehensively , tick more needs and perhaps , just perhaps , tackle that disengagement disaster .
To this , then , I offer a handful of alternatives from which one is likely to benefit at work :
Sense of identity – it is often the second point we make when introducing ourselves , right ? “ Hi , I ’ m XX and I am a / work in XXX .” We can accept that work is an important part of our life and often plays a pivotal role in establishing and solidifying our identity . Its absence – notable more so as a greater portion of our lives move into the virtual space – may be destabilising for many .
Independence – financial is the obvious independence benefit on offer , to some degree or another . However , thought-independence and time-independence may be greater upsides served by the world of work . The freedom to think , to debate , to discuss , to challenge and be challenged , to explore , to grow , all serve to nourish the soul and healthy work environments will recognise and amplify this important benefit .
Structured routine – those familiar with the LEAN ways of work thinking will be familiar with the argument of how structure and routine offer the mind space to contemplate other matters , hopefully of greater significance . Freeing ‘ CPU ’ power , if you will , from the day-to-day , via the creation of structured routine , allows the mind additional resource to apply to more fulfilling tasks . Even the mundane , it seems , has benefits !
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