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Top 5 Factors Driving Employee Satisfaction

Kate William

7 min read

The phrase Employee Satisfaction is used to denote how satisfied employees are with their work environment. How satisfied employees are with their jobs plays a key role in their overall well being. Satisfied employees tend to be more productive, boosts up the team morale and are more likely to come up with innovative ideas. In short, Employee satisfaction is an important metric that indicates the overall health of an organization. This is the main reason why organizations encourage their employees to take regular employee satisfaction surveys to measure employee satisfaction and trends.

In case, the overall score from the employee satisfaction survey is low; organizations should employ measures to rectify the situation. So, what are the factors that drive employee satisfaction? By understanding these factors, organizations can work on them to improve the overall satisfaction levels of their employees.

Factors that influence employee satisfaction

Herzberg’s two-factor theory states that two factors contribute to an employee’s satisfaction at work. He labelled factors for satisfaction as “Motivator factors” and factors for dissatisfaction as “Hygiene Factors”. Factors such as appreciation, career opportunities and performance fall under motivator factors whereas hygiene factors involve salary, relationship with teammates and the physical workplace.
The hygiene and motivator factors exist on the same plane. Increasing an employees’ salary (which is a hygiene factor) does not mean that the employee is satisfied. It means that he is no longer dissatisfied. Herzberg’s theory proposes that if an employee is dissatisfied, it often has something to do with the hygiene factors. On the other hand, an employee’s satisfaction lies in the motivator factors. Hygiene factors are the basic needs that must be taken care of first, before moving on to the motivator factors, which are the ones that lead to true employee satisfaction.

Here are the top 5 factors that drive employee satisfaction in the workplace

1. Appreciation and Respect

When was the last time you felt appreciated in your workplace? How did it make you feel? Employees thrive on appreciation. When they are acknowledged for all their achievements and contributions, it encourages them to work better to set a standard of success. Showing gratitude can transform your workplace. It recognizes the fact that success at the workplace is often due to the efforts of other employees as well and reinforces the importance of teamwork as being crucial in propelling a company in the forward direction.
Appreciation comes in various forms. Some employees would prefer a formal recognition in front of their teammates, while others would like a good word in private. Appreciation and showing gratitude are one of the many ways by which we can build strong communication at work.
Apart from appreciation, another factor that often gets overlooked is respect. According to a survey by SHRM ( Society for Human Resource Management), respectful treatment was rated as extremely important by most respondents, making it a top contributing factor in employee satisfaction. Initiating constructive feedback and open culture in the workplace is a great way to encourage respect between employees. Feeling respected, valued, and appreciated is one of the significant factors that influence an employee’s satisfaction level.

Here’s an employee satisfaction survey created using SurveySparrow..

To create similar employee satisfaction surveys, workplace happiness surveys or employee engagement surveys, you can sign up for FREE on SurveySparrow

2. Career progression

Setting out a clear path of career progression for an employee is a significant enabler of Employee satisfaction. Appropriate stakeholders and HR personnel should work together to plan, develop, and organize an employee’s job role and responsibilities. Career progression goes beyond training and Learning programs. Career development is all about the development of one’s skills, enhancing ones’ talent and the fulfilment of their true potential. Employees of today are looking for clear-cut career development opportunities that involve a clear plan of progression.

One way to ensure all these needs are met is to have regular meetings with your employees to discuss their ambitions and future goals. Chart a plan on how they can achieve it and the potential areas for improvement. One to one conversation would bring in more transparency, and employees can freely voice their opinions.
Once the employee has reached a certain level of confidence in their job role, they can be given more autonomy in their work and freedom to pursue their ideas.
By providing them with wider opportunities to excel either in the form of a promotion or a horizontal job rotation to another department can make them feel re-invigorated to learn new skills and explore different avenues.

3. Work-life Balance

Work-life balance is defined as the fine division between different sections of a person’s life like work, family, and friends. Striking a balance between both is what many employees struggle to do. Constantly working, without any breaks in between, results in frustration and isolation. On the other hand, not getting enough work done, prevents employees from progressing within their work role. Organizations should understand the importance of creating a culture with a work-life balance. Employee satisfaction often increases with better work-life balance. By encouraging a better work-life balance, companies can attract and retain top talent from across the industry, all the while reducing the churn rate within the company.

As we become increasingly connected through technology, it has become increasingly difficult to separate our personal and professional lives. This has heightened during this pandemic. As we work from homes, the fine line that used to exist between the office and home has become blurred. It seems that we are working longer hours, and we struggle to maintain a work-life balance. Organizations can take measures to improve work-life balance by keeping meetings short, on-topic and cancelling unnecessary ones. Collaborate with your team to find the root cause of this work-life imbalance and ask them for their guidance in implementing strategies to improve it.

Employee satisfaction surveys can be utilized for submitting their suggestions quickly.
Organizations should enable employees to balance their work-life and responsibilities at home. This can decrease their stress levels and allows them to perform better at their work. By striking a work-life balance, health problems among employees can be reduced; it will result in fewer burnouts and an engaged workforce who would go above and beyond to perform their job well.

4. Positive Company Culture

We have all heard of the phrase “Culture eats strategy for breakfast.” A famous quote from Peter Drucker, a renowned writer and management consultant. He stressed that to drive changes in your company and implement strategies, the people behind it have to coordinate as well. If they are dissatisfied or apathetic to the company, then none of the planned strategies would work. Therefore, it is crucial to cultivate a positive company culture, one that is conducive for working.

The company culture is another driving factor behind employee satisfaction. Culture is what differentiates one company from the other and makes it unique. It is what makes the employee stay with you in the long run. Company culture is also referred to as corporate culture and workplace culture, but it all means the same – It is a set of shared values cultivated deliberately or accumulated over the years. One of the primary pillars of company culture is Diversity, Inclusion and Equality.

All employees should be treated equally, and inclusion should be a high priority. Everyone should have a feeling of belonging and oneness within the company. By creating an inclusive workplace we develop a positive work culture where they would feel comfortable in voicing their opinions. The second pillar would be empathetic leadership. At the helm of the leadership team, should be individuals who can easily put themselves in other’s shoes, provide support to each team member for them to thrive and build a compassionate culture within the workplace.

5. Meaningful Work

The feeling that their work is meaningful, positively impacts the company and that they are valuable assets in their workplace is what causes employees to stick on to the company in the long run. People spend one-third of their lives at work. Their jobs are often the focal point of their lives. Meaningful work and the purpose of work directly correlates to the overall employee satisfaction levels. Today’s workforce wants more from their career.

Much more than a source of income, people have begun to view their careers as a milestone in their lives. Employees are motivated by the desire to help others and create a positive influence in other’s lives. Reports suggest that those employees who feel they do meaningful work put in more effort than those who think their job is meaningless. It can increase employee engagement by a considerable margin.
Take steps to ensure that every employee feels connected to the work they perform and give them enough space to grow. They should also understand how their position and the ideas they bring in, translates into the success of the company. Employees should have a clear perception of why he/she is essential for the company and should be able to connect the company’s success with their own.

Employee satisfaction is crucial for employees to remain happy and to deliver their best. Satisfied employees would work not out of compulsion, but out of loyalty to take their company to greater heights. Employee satisfaction would reduce the attrition rate and lead to an overall positive ambience at the workplace. They tend to adjust better and handle pressure better than dissatisfied employees. An employee satisfaction survey would be the perfect tool to assess the areas in which your company is lagging and improve accordingly.

Wrapping it up..

SurveySparrow offers a complete Employee Experience Management with a variety of surveys to measure different aspects of the employee journey and their sentiments. Leverage Employee satisfaction surveys to gain an idea of the employee pulse. Employee Engagement surveys are apt to measure how engaged your employees are daily. Gain insights into their thoughts and opinions. SurveySparrow’s Employee pulse surveys are employee surveys that can be white labelled accordingly and sent routinely to get an idea of the overall employee pulse. Leverage the insights obtained from these surveys in improving employee experience within your firm. Yet another feature that SurveySparrow’s employee Experience Software tools consist of is Multi-Rater Assessment.

Also known as 360-degree feedback, it is a process by which employees can obtain all-around feedback from their supervisors, colleagues and can also act as a self-evaluation tool. By gaining a “360-degree feedback”, SurveySparrow surveys allow you to obtain feedback from different points of view. SurveySparrow also offers employee surveys for Recruiting & Pre-Hire, Employee Onboarding, Training and Assessment, Management surveys and Employee Exit Surveys that can be utilized during each phase in the Employee Journey.

Kate William

Content Marketer at SurveySparrow

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