What is Employee Satisfaction?
Employee satisfaction is a term that is used to describe if employees are happy and fulfilling their desires and needs at work. The crucial factor with employee satisfaction is that satisfied employees must do the job and make the contributions that the employer needs.
Employee satisfaction is a wider term that is used by the Human Capital industry to describe how satisfied or content employees are with elements like their jobs, their employee experience, and the organizations they work for. Employee satisfaction is one key metric that can help determine the overall pulse of an organization, which is why many organizations employ regular surveys to measure employee satisfaction and track satisfaction trends over time. A high satisfaction level shows that employees are happy with how their employer treats them
Often, the term employee satisfaction is used interchangeably with employee engagement; however, while engagement is one-factor influencing overall satisfaction (and it may be said the reverse is also somewhat true), the two are not the same.
Satisfaction, which is important for retention, is not necessarily a predictor of performance, while engagement—which indicates an employee’s passion for their work, among other things—is directly tied to output. Ideally, satisfaction occurs as a result of both factors like compensation and benefits as well as less-tangible elements like engagement, recognition, and strong leadership.
If an organization fails to address both the sides of the equation, they might find they have a complacent team made up of materially satisfied employees who are content to do only what is necessary to remain employed, or a staff of highly engaged employees who are performing well while they look for new opportunities at companies more willing or able to fill their material needs.
How do you achieve employee satisfaction?
Be Realistic With Your Expectations
At the root of a lot of stress, anxiety, and frustration that many employees feel are unrealistic expectations from the organization. As a leader, it’s your responsibility to make sure employees are not feeling pressurized/stressed out work or overwhelmed, they likely won’t have the courage to raise that as an issue. This might be hard for you to do depending on what the organization’s goals are, but more than anything you should be having an open mindset and honest discussions with your team to see if expectations are too high.
Recognize Good Work
Recognizing your employees is one of the easiest and cheapest ways to increase job satisfaction. The only thing it requires of you is to be more mindful of what’s going on around you. Increasing your emotional intelligence will help you become more mindful and appreciative of what your team is doing. .
Focus On The Long Term
Short-term thinking or looking forward to “quick wins” are not only bad for business but can be incredibly frustrating for employees. In order for employees to get motivated, they need to see the similar long term vision that the senior leadership team has. This plays into not only having a mission and core values that you adhere to because the mission is long term and can get employees excited.
Remember, there’s no such thing as excessive communication. Also, the lack of communication is the source of a lot of frustration in the workplace. Knowledge is power, so there’s no reason why you shouldn’t want to empower your employees with as much as available. Work on creating a culture of open and honest communication within your team. That feeling of safety and comforts of saying whatever you want to anyone on your team is a key component of a successful team.
Care About Employee Well-being
Showing employees that you genuinely care for their well-being is one of the most effective ways to increase job satisfaction.
Offer Opportunities For Learning
Personal growth is arguably the most important factor in employee engagement. When employees stop learning, they plateau and get bored, eventually looking elsewhere for stimulation. You can stop this by applying programs for continuous learning. Employees will love you for it.
Give Frequent Feedback
Employees want feedback vigorously and aren’t as sensitive as you might think. There is no need to be rude with your feedback, but if you are straightforward and honest, employees will respect that. Make time for regular feedback by scheduling one-on-ones once a month with every individual of your team, and create more of those informal opportunities for conversation.
Don’t Focus Too Much On Perks
Perks are nice-to-have, but there is no need to put too much emphasis on perks. There is one caveat though. They say that the one perk that does make a difference is flexible time. Employees just love the fact that they are trusted enough to have some flexibility in their schedule.
For employees to be satisfied at work, they need to feel like they’re in control. They should feel like they have the autonomy they need to do amazing work that they can be proud of.
Difference between employee satisfaction and employee engagement
Employee engagement is a term that occurs when workers are committed to helping their companies achieve all of their goals. Engaged employees are highly motivated to show up to work every day and do everything within their power to help their companies succeed.
Employee satisfaction is the state where employees are enjoying their job — but not necessarily being engaged with it. Imagine the employee is flexible to who shows up to work early and leave late without contributing much or breaking a sweat
A. Respect them
It goes without saying that every individual employee must feel respected by their managers and colleagues. A lack of respect in the workplace is a poison for which there is no medicine.
B. Listen, listen some more
Managers should maintain an open-door policy and must encourage the staffs to approach them to ask questions, share ideas, and voice concerns.
C. Be transparent
Few things are equally important in modern business as much as transparency is. They might not always like what they hear, but they’ll respect you for being open and honest. It makes sense to tell it like it is when you’re able to do so rather than sugarcoating
D. Make space for creativity
Creativity brings out the uniqueness in an individual. When an organization makes space for Creativity, employees feel more connected towards organisation and productivity tends to increase
E. Accept mistakes
We all make errors from time to time. No big deal. Smart people will learn from them.
F. Training And skills development
The development of skills is good for business and good for morale, if it is done in the right way. The more sceptical employees may say that you are only doing this to make more money, but good managers are great believers in career development and making bright staff even brighter.
G. Create a wonderful environment
Having a positive workplace not only pumps up the work environment and employees but also brings in positive vibe into the office
Pay, perks, benefits, bonuses. Be very careful about taking away even small perks.
I. Help staff to bond with one other
This is of the most important aspect for big and small companies alike. It used to be so much easier when there were just 10 of employees. Team outings, mentoring, messing on boats…These things can help employees form the bonds that they need to enjoy work.
J. Give recognition
If an employee has done something remarkable then make sure to thank them and recognize. And beware that managers who steal the credit will cause ill-feeling while undermining themselves. And that never ends well.
K. Be polite
There is nothing wrong with ‘please’ and ‘thank you’ in a business environment, and being polite is always appreciated and employees also love it.
L. Embrace remote working
Remote working not only minimises commuting costs but also hassles, and can actually help in increasing productivity.
M. Be tolerant
When a manager is tolerant, employees tend to understand things much better with much better quality.
N. Mentoring and coaching
These are two different things, and both have their positives. Mentoring is being able to chat with a senior manager about all kinds of things. Coaching is more specific and targeted at improving skills in various areas, rather than employee benefits.