Does employee satisfaction matter? Employees get hired for an agreed pay, maybe benefits to do an agreed-upon activity within your organization. So, what does employee satisfaction have to do with it?
Employee satisfaction can result in higher productivity and loyalty; likewise, employee dissatisfaction can result in loss of motivation, lack of interest, frustration, poor productivity, absenteeism and even high turnover rates.
What is employee satisfaction?
Employee satisfaction is a measure of workers’ contentedness with their job, whether or not they like the job or individual aspects or facets of the job, such as the nature of the work or supervision. Job satisfaction can be measured in cognitive, affective, and behavioral components.
Alina Vrabie outlined 10 psychological job satisfaction factors that really matter (1):
- Achievement – People need to feel like they are contributing to the big picture. They need to feel that their contribution each day is helping to make a difference.
- Feedback – effective feedback will help your team know where they stand and how they are doing/improve.
- Control – the less control people have in their jobs the less satisfied they are.
- Small daily hassles – day-to-say irritations can reduce job satisfaction, like busy-work or administrative tasks. Ask what the daily hassles are and address them.
- Organizational support – the more organizational support is perceived, the better, from the way their direct supervisor treats them to benefits. Perception is everything.
- Recognition – if you don’t recognize your team’s accomplishments, then you might as well tell them you don’t care about the work they do. If they feel that their achievements matter they are motivated to do more to reach company goals.
- Physical work environment – Since people spend so much time at work, it is important they are comfortable. A good desk, a little privacy, and separating the social and quiet areas will do to start with. Add in good lighting and some plants, and your office space is already better than many.
- Flexibility – offering flexible hours can show your team that you trust them. Depending on what your team is trying to accomplish, a good balance is necessary.
- Relationship to immediate supervisor – Great team leaders know that their staff need both praise for their accomplishments and recognition for their efforts. At the same time, team members should feel that they can always approach their immediate supervisors with any questions or concerns that are affecting their performance.
- Work-Life balance – having true downtime away from the office will rejuvenate your team upon their return.
It takes time and effort to ensure employee satisfaction, but first it takes acknowledgment that it is important; leadership and direct supervisors alike. We each need to evaluate our teams for the above 10 factors. Are there improvements that can be made? And what if we don’t?
What is the impact?
Lack of employee satisfaction reduces motivation to meet company goals, increases turnover which in turn increases the time spent training new employees. In short, it is costly. Many of the strategies to improve employee satisfaction are small endeavors for a company. Take the time to look – it will do nothing short of improve overall health of a company. If you need help, look for CoreTech Revolution to assist. We can offer assessments and reviews of your overall processes and employee satisfaction.
(1) 10 psychological job satisfaction factors that really matter Mar 12, 2014 • Alina Vrabie