We spend one-third of our lives at work – so it makes sense to say that your job has a considerable impact on the quality of your life. Since a significant chunk of our lives is spent at work, it inevitably affects your overall happiness. The adage “Love what you do, do what you love” has never been more accurate. Companies need more people who are excited to go to work. Employees who feel that through their jobs, they are creating an impact in the lives of others are the ones who are motivated to perform well daily. Managers have come to realize this: Employee Satisfaction is of paramount importance.
It is well known that Employee satisfaction plays a significant role in reducing the attrition rate and employee turnover of organizations. It leads to more productive employees who are happier at their work. In short, Employee satisfaction is a measure of how happy or content the employee is with their job. So here are 15 things your boss wishes you knew about Employee Satisfaction:
1. Workplace Culture
The workplace culture refers to the set of shared beliefs, values, and attitudes that your company upholds. The workplace culture varies for each company. It is what sets it apart from the rest. Positive workplace culture is what drives innovation, growth and attracts more talent. The workplace culture is a defining aspect of Employee satisfaction. It is only through open communication and trust that a company can build a positive workplace culture for its employees. Employee Surveys can help in gauging the current workplace culture, its shortcomings and the ways by which we can achieve a better one.
2. Work-Life Balance
Long work schedules, along with a heavy workload, can affect the performance of even the best employees. It can cause fatigue and a lack of focus in work that will, at the end of the day, affect the employee’s quality of work. Striking a work-life balance is quite a challenge in these times. Balancing out professional and personal lives is crucial for employee satisfaction as it prevents burn- out and gives them enough time for their leisure activities. Companies must take the initiative to build effective Work-Life Balance programs and promote flexible working hours according to the employee’s convenience.
3. Employee Engagement
There are different ways by which we can explain Employee Engagement, but in short, it is a measure of the emotional connection that one feels for their work. When an employee is engaged, he is fully committed to his work and cares deeply about it. It ceases to be just merely a vocation but a way of life. Creating employee engagement will result in employees who are passionate about showing up for work. Everyone wishes to have a fulfilling work life, and it is often up to the management to set the ball in motion. An effective way to start would be by investing in employee engagement software that includes features such as gamification technology, employee feedback tools and benefits programs.
To create an employee engagement survey or employee satisfaction questionnaire, you’ll need a dedicated survey software at your disposal. Worry not. SurveySparrow helps you roll out employee satisfaction surveys to check employee pulse and to keep employee engagement in check. Here’s an employee satisfaction survey created using SurveySparrow..
To design a similar employee satisfaction survey, sign up for FREE on SurveySparrow.
4. Be Human
In this cut-throat competitive environment, where we rush after targets to reach, profit margins and tight deadlines to meet, we often forget the meaning of friendship and camaraderie. Employees are human beings who have their desires, hope and fear. This makes each person unique and special in their own way. When dealing with each person, keep in mind that no two people are the same and behave accordingly.
They cannot work in an environment where they are treated like robots. A kind word, a pat on the back and appreciation where it is due, goes a long way in boosting their morale. Managers need to listen carefully to their employees, understand their roadblocks and create an environment of openness within their team.
5. Employee Skill Development
Another important attribute of employee satisfaction is employee skill development. Organizations should make space for incorporating employee skill development programs so that they are always up to date with the latest technical skills to perform well on their job. This will lead to organizational growth and indicates to the employee that you care about their career growth. Always evaluate whether they want to learn a new skill and provide them with ways by which they can achieve that. Employees should always feel as if they have something new to learn every day.
Build feedback into your day to day interactions with your co-workers. Feedback is an essential factor that helps them grow. It sets a tone, helps employees realize what is expected of them and aids in learning from their shortcomings. Positive feedback or appreciation is easy to give. On the other hand, negative feedback is difficult to communicate and needs to be expressed concisely. If negative feedback surrounding an issue is not addressed immediately, it can lead to even bigger problems.
Constructive feedback is what can reinforce appropriate positive behavior and can rectify negative performances. Certain reporting managers are hesitant to provide constructive criticism, fearful of how the employee might perceive it. But both positive and negative feedback is a crucial part of the employee work experience that can mould them into a better person.
Introducing transparency in the workplace can further solidify employee satisfaction. It can be described as openness – a two-way communication between employees and management. A lack of transparency can cause the employees to feel unsure of their employment and become apprehensive of management practices.
By keeping employees in the loop and the rationale behind each decision they take, management can improve transparency by a tremendous amount. Communicate to the employees where the company has reached today, what has been accomplished and what needs to be done to get there. Everyone should have an idea about the company’s vision, mission, and goals, irrespective of their designation, be it a new joiner or a member of the board.
8. Equal Opportunity
All organizations need to be an Equal Opportunity provider by enforcing and acting upon regulations to provide equal opportunity to all people regardless of their age, gender and race. There should be inclusion and diversity in the workplace. All the employees should feel that they are being given an equal opportunity to excel in the workplace. Another area where equal opportunity needs to be emphasised is the reinforcement of equal pay for both men and women. As more women come into the workforce, there should be a proportionate increase in women who hold leadership roles within the company. It is reported that globally only 24% of women have senior leadership positions. The gender gap in leadership roles needs to be bridged at the earliest.
9. Meaningful work
The notion that their work positively impacts another person’s life and that their work is meaningful brings great satisfaction to a person. That thought is enough to lead to a life of purpose. Only if we do meaningful work do we have the motivation to move forward. More millennials are looking for meaningful work with autonomy in their job devoid of micromanaging and constant monitoring.
10. Employee Journey & Employee Satisfaction
In our experience with a company, certain moments stand out- Our job interview, the first day of joining, the induction program, training program, performance appraisal and finally the exit interview. These moments that define our journey right from the joining interview to the exit interview is referred to as Employee Journey. Mapping these crucial moments of an Employee Journey is where Employee Journey Mapping comes in. By doing so, we can understand these critical moments and work towards improving these essential moments of the employee Journey. Employee journey mapping is a step towards enhancing the employee experience. This process is called Employee experience management, and it is a function of the HR department. Employee journey mapping will shed light into which aspects you would have to focus on at each stage of the employee journey. It is crucial to collect employee feedback through employee satisfaction surveys periodically at each stage as well.
Appreciate your employees for their work. Being appreciated is one of the essential qualities that an employee attributes to them staying at a workplace for long. Salary, Location and work schedule are all critical. But appreciation trumps it all. Companies have recognition programs that appreciate the employee by awarding the “Employee of the year award” and recognize workers for their many years of service and loyalty to their company. Real appreciation is markedly different in that it is sincere, honest and focused on the individual. Rewards, recognition and appreciation all have a psychological effect by motivating the employee- to achieve more.
The workforce determines the success or failure of an organization. A committed employee is more likely to work productively than their counterparts. To keep employees effectively involved, communication is of paramount importance. Plan a strategic two-way communication at all levels of a company. Ensure that this communication is relevant and frequently happens through proper communication channels. Effective communication at all levels influences employee satisfaction and in turn, affects employee retention. Regular communication needs to be established to keep employees updated on the policies of the company
13. Employee Wellbeing
Research suggests a strong link between Employee Well being and Employee satisfaction. Employee well being is all about his/her emotional, physical and mental wellbeing. It can only be achieved by an organization that is employee-centric and one that invests in employee wellbeing programs. There are many benefits to ensuring employee well being that include but are not limited to higher employee morale and productivity.
For a team to succeed and work together, the leader should create an environment of trust. Trust in one another’s effort and confidence in the guidance of their team leader. Building trust is the cornerstone of future success. Without trust, there would be a lack of innovation, creative thinking, and co-operation. A high trust environment is linked to knowledge sharing between team members. To build a high trust environment, discourage blame game and formation of cliques within the team that isolate other individual members. Remember that in doing all this, a leader should lead by example and demonstrate these values.
15. Distributing work across a team
Work should be distributed uniformly across a team. To have one team member busy all the time, with a lot of work piled up and the other with ample time on their hands, shows a lack of leadership and coordination at the team level. Employee opinion surveys should also be incorporated to gauge employee’s opinion about their workload.
This survey could include questions that address their satisfaction with the amenities available at the workplace or whether they find the work environment apt for them.
Wrapping it up..
Employees perform well when they realize their efforts are being seen and appreciated. When they feel like they are an integral part of a team-A team that is continually moving forward to achieve its goal. There are a myriad of factors that go into employee satisfaction, and employee opinion surveys can effectively assess it. When employees work in a workplace that gives priority to employee satisfaction, they will go above and beyond to do their work well. In an environment that fosters inclusivity and understanding, they can step up to more significant challenges that they never knew they could accomplish. Employee satisfaction is the first step to creating a great place to work!
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