What Maslow’s Hierarchy of Needs Teaches Us About Feedback
Abraham Maslow’s Hierarchy of Needs offers a foundational framework for understanding human motivation.
It proposes that individuals have five levels of needs:
Physiological
Safety
Love and Belonging
Esteem
Self-Actualization
The hierarchy suggests that lower-level needs must be met before individuals can fully pursue higher-level goals like personal growth and creative expression.
Feedback interactions can touch every level of this hierarchy.
If a student fears that feedback might jeopardize their grade—and therefore their scholarship or financial stability—that’s a threat to safety. If an employee interprets feedback as rejection or exclusion, it touches belonging. If feedback undermines confidence, it disrupts esteem. And if poorly delivered, it may prevent someone from striving toward self-actualization.
The RISE Model was designed with these emotional undercurrents in mind. Its first tier, Reflect, affirms value and effort—supporting esteem. Inquiry and Suggestion promote connection and support—reinforcing belonging. Elevation taps into the potential for growth and excellence—inviting self-actualization. By framing feedback as a collaborative, constructive process, RISE creates psychological safety and helps individuals move up the pyramid toward their fullest potential.
