Maslow and Turnover Prediction.

“What a man can be, he must be. This need we may call self-actualization.” Maslow (1954)

Turnover Prediction

Psychometric assessments (tests) are generally not popular in Croatia. They are even less popular in the ICT community. The problem probably stems from prejudices associated with driver's license tests or drawing parallels with “old” intelligence tests.

However, today's psychometric assessments are anything but merely intelligence tests. Furthermore, psychometric assessments play a crucial role in industrial-organizational psychology.

Psychometrics is a scientific field concerned with the development and evaluation of psychological tests, i.e., the measurement of an individual's psychological traits and abilities.

Industrial-organizational psychology is a branch of psychology that applies psychological principles to specific workplaces. Psychometrics plays an important role in industrial-organizational psychology because it can be used to assess individual differences in abilities, interests, and personality traits. This information can then be used to optimize employees' working conditions!

Every psychometric test consists of various instruments. Probably the most well-known instrument in psychometrics is the so-called BIG 5, or personality test. In addition to personality tests, which are used to measure personality traits, we often use ability tests today, which are used to measure a person's capacity to learn new tasks.

Maslow's Hierarchy of Needs can also be used as an instrument, serving as a predictor of employee turnover. Just as intelligence, emotional intelligence, and creativity are considered predictors of individual success today, poorer results on Maslow's Hierarchy of Needs can also be considered a predictor of resignation.

Maslow's Hierarchy of Needs

In 1943, American psychologist Abraham Maslow presented his theory of the “Hierarchy of Needs” in a paper titled “A Theory of Human Motivation.”

Maslow can be considered one of the founders of humanistic psychology. In humanistic psychology, humans are free, dynamic, and creative beings who are solely responsible for their own quality of life. In his work, Maslow argued that human beings are motivated by a hierarchy of needs, with the most basic needs at the bottom of the hierarchy and more complex needs at the top.

Maslow's hierarchy of needs consists of five levels: physiological, safety, social, esteem, and self-actualization.

Maslow's Hierarchy of Work Needs

It's no secret that employee turnover can be costly for companies. It can also disrupt business continuity and undermine the functionality and homogeneity of teams.

The key to reducing turnover is understanding what motivates employees. As we've stated, according to Maslow's hierarchy of (work) needs, there are five key motivators: physiological, safety, social, esteem, and self-actualization.

By understanding these motivators, companies can create an environment that meets employees' needs and reduces their desire to leave.

A study published in the International Journal of Human Resource Studies in 2013 found that Maslow's hierarchy of work needs is a strong predictor of employee turnover. The study revealed that employees who felt their work needs were not being met were more likely to leave their jobs.

Maslow's hierarchy of work needs is a popular framework for understanding human motivation at work. We can see how Maslow's hierarchy of needs applies to the work environment below.

Maslow's Hierarchy of Needs: PHYSIOLOGICAL

Business application: A safe working environment. Adequate financial conditions. Proper lighting. Clean facilities… Appropriate tools for performing the job.

Maslow's Hierarchy of Needs: SAFETY

Business application: Providing timely feedback. Freedom to take risks. Autonomy in decision-making. Recognition of success. Company stability. Job security.

Maslow's Hierarchy of Needs: BELONGING

Business application: Creating a sense of community and opportunities for teamwork. Employees are part of something larger than themselves. They have a clear understanding of the mission and vision. They know and recognize their role.

Maslow's Hierarchy of Needs: ESTEEM

Business application: Empowerment. Public praise. Employee recognition programs. Understanding that everyone's work contributes to the company's ultimate success.

Maslow's Hierarchy of Needs: SELF-ACTUALIZATION

Business application: Give employees the opportunity to see the bigger picture, to be creative, to have a vision for the future, to practice their creativity, to create new value. Let them be part of the company's success.

Instead of a Conclusion

Today, we have many ways to gauge the “climate” in our company and what our employees think. However, if we want to know what they truly and sincerely feel, Maslow's hierarchy of work needs might be the right path.

In conclusion, it is clear that Maslow's hierarchy of needs is a valid theory when it comes to predicting employee turnover. By understanding individuals' levels of needs, organizations can take steps to ensure their employees are satisfied and motivated. This, in turn, can lead to lower turnover rates.

Because, what a person can be, they must be.