It’s all about needs

What is the needs approach?

The needs approach refers to the idea that people come to work with certain needs, and if these needs are not met, they can become demotivated, unhappy, and eventually leave the organisation.
To be successful in leading and getting the best from their employees, leaders should focus on connecting with and meeting their employees' needs rather than imposing their own needs onto them.
This approach emphasises the importance of understanding and treating people in a way that satisfies their individual needs, ultimately fostering successful relationships and effective leadership.

What we need to understand about needs?

  • Each of us has a unique set of needs
  • It is not realistic to expect all our needs to be met
  • People with different needs, may negate our needs, without intending to
  • If our physical needs (water, food, warmth) are not met, we die
  • If our emotional needs (appreciation, trust) are not met, we die emotionally (unhappy, depressed)

Do unmet needs affect performance?

Yes, unmet needs can significantly affect performance. When individuals' needs are not being met, it is natural for them to become off-focus and engage in behaviours such as moaning, blaming, and criticising.

Research conducted by the CIPD suggests that, on average, 12 days per year are lost due to employees being off-focus. When our needs are not fulfilled in the workplace, our energy tends to be subconsciously redirected towards finding ways to fulfil those needs elsewhere.

This diversion of energy can serve as a distraction, hindering our ability to effectively carry out our day-to-day responsibilities.

Is an individual’s need more important than the business need?

No, the business need always has priority over an individual's needs. Successful organisations understand that meeting the business need is crucial for the overall success and sustainability of the organisation.

However, it is important to note that this does not mean neglecting the needs of individuals. In fact, organisations that prioritise the business need also recognise the importance of meeting the needs of their employees and stakeholders. By ensuring that the needs of individuals are met, organisations create a positive work environment that fosters motivation, engagement, and productivity.

When individuals feel that their needs are being considered and addressed, they are more likely to be committed to achieving the organisational goals.

In summary, while the business need takes priority, successful organisations understand the importance of balancing the needs of individuals and the overall goals of the business. By meeting both, organisations can create a harmonious and productive work environment.

What if we can’t meet the need?

If individuals are unable to meet their needs, it is likely that a sense of disengagement may arise. However, if there is an indication of willingness from others to fulfil these needs to the best of their abilities, it can help maintain goodwill and encourage individuals to go the extra mile.

It is important to note that when individuals feel their needs are being disregarded, they are more likely to disengage. If the focus is solely on management's and the business's needs without considering the needs of individuals, it can lead to demotivation and underperformance.

Why does bp2w® make such a difference?

bp2w® makes such a difference because it provides a unique approach to understanding and addressing the needs of employees. By offering a measure of people's needs and a system for expressing those needs in a positive and non-demanding way, bp2w® facilitates meaningful conversations that can transform working relationships.

When employees' needs are acknowledged and met in the workplace, they are more likely to feel valued and satisfied. This leads to increased morale, productivity, and profitability.

Additionally, employees who have their needs fulfilled are more likely to enjoy their work and have a higher level of commitment, resulting in reduced absenteeism and staff turnover.

By implementing bp2w®, organisations can create a work environment where employees feel heard, supported, and motivated. This, in turn, fosters better relationships, improved job satisfaction, and ultimately, a more positive and productive workplace.

If our needs are not met at work, apathy and low morale subconsciously diverts our positive energy and we lose focus, become distracted and then disengaged. Research indicates that 12 days a year per employee are lost to these conditions (CIPD)

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