When you have trained your colleagues to a certain level, they don’t care much on that. At this time, you don't need to be discouraged as this may have the opportunity that there are needs for growth of colleagues. We can understand the needs for growth with Maslow’s Hierarchy of Needs. 

When we talk about Maslow, we will think about Maslow’s Hierarchy of Needs. Many courses in different fields like to refer to this pyramid image. The pyramid divides people's needs into five levels, starting from the bottom level are "physiological needs", "safety and security", "love and belonging", "esteem", and finally "self-actualization".

The reason why this pyramid is popular is because it fully caters to the world development view after World War II. "Pursuing ideals only when you are full" is very reasonable. It provides a very convenient tool for managing the company and teaches employees to pursue other needs only when they make enough money. But if you think about it on a deeper level, people’s needs really have to meet one need before reach another? 

It turns out that Maslow's pyramid did not come from Maslow, but was borrowed from the theory of Maslow's hierarchy of needs by Charles McDermid, a psychologist working in a consulting company. At that time, he presented the hierarchy of needs in the form of a pyramid for the first time in "How Money Motivates Men" published in a business journal. After 1970, textbooks of management cited this pyramid extensively, making it a management masterpiece that no one knows. 

Simon So

Head of Digital Marketing