{"id":331,"date":"2021-08-13T19:03:59","date_gmt":"2021-08-13T19:03:59","guid":{"rendered":"https:\/\/orgvision.io\/blog\/?p=331"},"modified":"2021-08-13T19:03:59","modified_gmt":"2021-08-13T19:03:59","slug":"measuring-employee-satisfaction","status":"publish","type":"post","link":"https:\/\/orgvision.io\/blog\/measuring-employee-satisfaction\/","title":{"rendered":"Measuring Employee Satisfaction"},"content":{"rendered":"

Every organization would like all of their workforce to be happy and satisfied employees, but
\nonly a few succeed in transforming this dream into reality. A study <\/a>on job satisfaction reveals
\nthat only 40% of employees in America are usually satisfied with their job.
\nIn this post, we are going to review some of the key influences and impact Employee
\nSatisfaction numbers can make.<\/p>\n

What is Employee Satisfaction?<\/h3>\n

What makes Employee satisfaction somewhat challenging is that every one of us is built
\ndifferently – humans fortunately are not like robots in that no two of us are alike. What
\nsatisfies one person may not satisfy the other. As a result there is rarely a universal program
\nthat can effectively cover all employees. Employee satisfaction programs should be localized
\nand flexible enough to incorporate the nuances of the individual. An example is work area
\npreference – some employees may prefer to work at a home office – others may prefer the
\noffice environment.
\nForcing everyone to work at the home office is going to benefit one group who will likely be
\nhighly satisfied and disenfranchise another group who will likely be very unsatisfied. And
\nevaluating the Employee Satisfaction score on an aggregate level would generate a
\ncompletely inaccurate impression of the workforce since one half are happy and the other
\nare not. The mean being average or satisfied – not one worker in that company is satisfied –
\nsome are very satisfied and others are very unsatisfied.
\nIn summary there are two moving dimensions to programs that drive higher levels of job
\nsatisfaction. Keep the human element in mind – as long as the preferences of your
\nemployees are understood this is a key driver for higher levels of productivity and
\nsatisfaction. Second, understand how you are measuring and interpreting the metrics.
\nNumbers can be completely meaningless unless carefully aligned with the preferences of the
\nemployees.<\/p>\n

Positive employee satisfaction numbers do way more than generate happy employees<\/h3>\n
    \n
  • Enhanced Brand Image<\/strong>
    \nIf dissatisfied employees are working for you, they\u2019ll hurt your company\u2019s culture and turn
    \nthe work environment negative. In short, dissatisfied employees affect the brand image of a
    \ncompany.
    \nBut, measuring employee satisfaction regularly (monthly or bi-monthly) and acting to
    \nincrease the number of satisfied employees makes your company a workplace where
    \nemployees are valued. This enhanced brand image attracts high-calibre employees, which is
    \neventually positive for your company.<\/li>\n
  • Reduced Turnover<\/strong>
    \nAccording to the dictionary definition of turnover, it is \u201cthe rate at which employees leave a
    \nworkforce and are replaced.\u201d In today\u2019s time, it is almost impossible to retain employees if
    \nthey don\u2019t feel happy and valued working in your company.
    \nOn the other hand, satisfied employees are usually content and don\u2019t leave their job without
    \nany valid reason. If you measure the satisfaction level of your employees regularly and take
    \nsteps to improve it, you\u2019d see reduced turnover in your company.<\/li>\n
  • Increased Productivity<\/strong>
    \nIt is well-known that efforts made by dissatisfied employees are comparatively less than the
    \nefforts made by their satisfied co-workers. Less productive employees are not advantageous
    \nfor any company.
    \nWhen it comes to productivity, satisfied employees are usually 2X productive in comparison
    \nto their dissatisfied peers. And, the easiest way to increase satisfied employees at a
    \nworkplace is to measure employee satisfaction regularly and act to improve it.<\/li>\n<\/ul>\n

    How to Measure Employee Satisfaction?<\/h3>\n

    There are many ways to measure employee satisfaction accurately. Employee Surveys are by
    \nfar the most popular and effective at gaining a quantitative view of the your employee
    \npopulation.<\/p>\n

    Surveys<\/h4>\n

    Conducting employee satisfaction surveys is one of the most reliable methods to find the
    \nlikes and dislikes of employees. Surveys can be anonymous which helps drive honesty in the
    \nfeedback. Companies can do annual, semi annual or even quarterly surveys.
    \nPulse surveys help you determine the progress in programs in addressing some of the
    \ncompany’s weaknesses as pointed out by the employees. With Pulse Surveys you can
    \nestablish a baseline and then ongoing you can determine how the company is doing versus
    \nthe initial baseline that was established.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Every organization would like all of their workforce to be happy and satisfied employees, but only<\/p>\n","protected":false},"author":1,"featured_media":332,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-331","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-33"],"_links":{"self":[{"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/posts\/331","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/comments?post=331"}],"version-history":[{"count":1,"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/posts\/331\/revisions"}],"predecessor-version":[{"id":333,"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/posts\/331\/revisions\/333"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/media\/332"}],"wp:attachment":[{"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/media?parent=331"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/categories?post=331"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/orgvision.io\/blog\/wp-json\/wp\/v2\/tags?post=331"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}