Founder @ Projects Right, LinkedIn Learning Instructor, and College Professor | #1 Project Management Creator Worldwide | Follow to boost your project management skills, leadership impact, and career growth.
What’s the secret to building a high-performing team? Start with knowing what drives each person: Here’s the breakdown: 1/ Survival → Works for pay, not passion. → Uninspired and counting hours. → No emotional connection to the job. → Minimal effort, just meeting expectations. 2/ Security → Uncertain about their future. → Doing the bare minimum. → Lacks trust in leadership. → Fearful of job loss. 3/ Belonging → Sometimes disengaged or unsure. → Craves stronger team relationships. → Wants more meaningful collaboration. → Feels somewhat connected to the team. 4/ Importance → Valued for contributions. → Recognized for hard work. → Ready for more responsibility. → Feels a sense of purpose in their role. 5/ Self-Actualization → Thrives in their role. → Actively inspires others. → Seeks growth and learning opportunities. → Contributes to the company’s bigger vision. Motivators move people up. De-motivators pull them down. Where do your employees sit on this pyramid? ♻️ Repost and follow Justin Bateh, PhD for more.
Growth happens when employees stop watching the clock and start watching their impact.
Its interesting to note cultures of "cool kid clubs" where most of the "in" groups are highly motivated yet they do nothing to include those they deem "outsiders" and then mark/target them as demotivated and instead of working on ways to move them up the pyramid, they validate moving them out or worse, continuing the excluding behaviors until the employees "self select to leave". Then they sit on leadership team meetings wondering how they can increase employee engagement. And the cycle continues.
When people feel a sense of belonging and importance, they're more engaged and motivated. It's a win-win for everyone.
Great teams don’t just happen—they’re built by understanding what drives each person. Picture an employee who’s just working for a paycheck. A good leader can step in, build trust, and help them see their value. For example, someone in a retail job might start off just getting by, but with encouragement and recognition, they could become the go-to person for ideas and inspiration. It’s about creating an environment where people feel supported, valued, and excited to grow. When leaders do this, they don’t just build better teams—they inspire individuals to aim higher, and the whole organization benefits.
Justin Bateh, PhD Love this breakdown! It's such a powerful reminder that understanding what drives individuals is key to building a thriving team. Moving up the pyramid requires intentional leadership, personal growth, and fostering a culture that values connection and purpose. For anyone stuck in the middle tiers (like I am), this is a great framework to reflect and take actionable steps. 🚀 Where do you think most organizations fall short in helping employees reach self-actualization?
Creative modification of Maslow Hierarchy…
A highly engaged motivator will foster a sense of belonging and importance (psychological safety) among team members, creating an environment where individuals feel valued and connected. This supportive culture not only enhances collaboration but also empowers employees to pursue self-actualization, driving personal growth and fulfillment while contributing to the organization's success…
By bumping up the pyramid, you directly influence their productivity and, in turn, your company's performance.
Justin Bateh, PhD Understanding each person’s motivators can elevate team performance—start by tapping into their core needs.
Founder/Vice President | PhD in Accounting, Philosophy, Psychology and Mental Health coach
3d“The key to building a high-performing team lies in recognizing that each individual is driven by different internal motivators. As leaders, it’s our responsibility to identify where each team member is and meet them where they are. Motivation isn’t just about offering a paycheck; it’s about fostering trust, collaboration, and purpose. When employees feel valued and connected to the bigger vision, they are more likely to thrive and contribute beyond expectations. Leadership is about understanding the human element—what drives each person, what their fears and aspirations are, and helping them grow from survival mode to self-actualization. It’s important to create an environment that supports continual learning, where employees can see how their growth aligns with the organization’s success. This isn’t just a path to individual fulfillment; it’s a journey that strengthens the whole team. In the end, the most powerful motivator is a deep emotional connection to the work, a sense of belonging, and the opportunity to contribute meaningfully to something bigger than oneself. That’s how high-performing teams are truly built.”