In 1943, psychologist Abraham Maslow published a theory of human motivation.This theory identifies the core needs that must be met for individuals to truly thrive – a theory still widely used today. Maslow's hierarchy can be seen in the workplace when employers effectively support their employees' foundational needs. As a result, those employees are more likely to experience accomplishment and achievement. This has a waterfall effect, because according to Maslow, when our foundational physiological and safety needs are met, we are more equipped to fulfill other needs, including self-actualization – the tip of the pyramid. With this framework in mind, let's take a closer look at how each of these needs can be supported in the workplace.

Physiological needs: The foundation for wellbeing

At the base of Maslow's hierarchy are physiological needs — the essentials for human survival such as food, rest, and basic physical functioning. In the workplace, this level can be provided through fair and competitive compensation that allows employees to meet daily living expenses. It also includes policies that support rest and recovery, such as paid time off. This is particularly important as average work-related stress levels are nearly double national averages for general life stress. This stress is felt more acutely among Gen Z employees, who report higher levels of burnout and work-related anxiety relative to older generations.

Safety needs: Personal security, resources, health, property

After stability comes security. Employees want confidence that their health is protected, their income is reliable, and their long-term financial future is on track. Benefits such as health, dental, and vision coverage, life insurance, income protection through disability insurance, and retirement plans help employees feel secure not only today but in the future. Data shows that employees with access to health and wellness benefits are 22% more loyal to their employer, and the same increase in loyalty is seen among those with access to retirement benefits, like a 401(k) with an employer match.

Belonging: Friendship, family, sense of connection

Belonging centers on connection — to colleagues, to purpose, and to the broader life employees are building outside of work. While relationships and family may exist beyond the office, workplace policies shape whether individuals feel supported in those roles. Policies that support family caregiving, paid parental and medical leave, and professional development contribute directly to this sense of connection. These offerings reinforce a culture where individuals feel valued and supported and are more likely to stay and grow in the organization.

Instant Insights /

How benefits shape employees' sense of belonging at work

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