"The job market is changing faster than ever before. An employee who is happy today might well move to a competitor in four months’ time. So don’t just ask a wider range of questions; make a point of asking them on an ongoing basis."
Employee satisfaction is evolving. And that’s a good thing. Whereas it used to be mainly about salary and job title, organisations today take a much broader view. More and more organisations are realising that measuring employee satisfaction continuously is necessary to truly understand what is going on within teams and departments.
Satisfaction gave way to engagement, and then to enthusiasm. Concepts such as happiness at work and vitality have emerged. This development shows that employee satisfaction is no longer a snapshot in time, but requires attention, nuance and an ongoing dialogue.
Although terms such as happiness at work, engagement and enthusiasm are sometimes used as catch-all terms, one thing is certain: a broad perspective is necessary to retain and continue to engage employees. Employee satisfaction is, in fact, increasingly linked to health — both physical and mental.
In addition, the work-life balance is playing an increasingly important role. Employees also regard enjoyment and fulfilment in their work as essential. Organisations that consciously respond to this create an environment in which people want to stay and develop.
This means that, as an employer, you invest in your employees’ happiness at work. An important first step is offering valuable and meaningful work. Employees want to know that what they do matters.
Research shows, for example, that gardeners, hairdressers and plumbers are among the happiest occupational groups. Not because their work is always ‘fun’, but because a number of factors come together:
They see their work as valuable and have autonomy. Taking responsibility and being given the freedom to make their own choices contributes significantly to job satisfaction.
Positive feedback plays an important role. These professions directly benefit others, who also immediately show their appreciation. That sense of giving and experiencing gratitude brings happiness.
Close relationships are essential. Direct contact with customers and clients fosters a sense of connection and purpose. Empowering employees creates lasting and successful relationships.
Happiness is not the same as ‘fun’. A dartboard in the office can help with relaxation, but without a pleasant and challenging working atmosphere, it remains a hollow gesture.
Finally: don’t make assumptions. Ask for feedback and use that feedback to drive change from the bottom up. Continuously measuring employee satisfaction helps to pick up on signals in good time and make targeted improvements.
Put up that dartboard because employees are asking for it — not because management thinks it’s a good idea.
40% of your staff complete an employee satisfaction survey. This means that more than half of your staff do not provide any feedback. We can do better than that!
Roel Schellekens explains why you’ll receive more and better feedback if you limit the number of questions but increase the frequency of the surveys. You’ll receive practical tips on how to optimise your feedback strategy to make it more accessible, so that you can get more and better feedback from your staff.
Ultimately, listening is the most important thing. Listen to your employees, let them tell you what is needed, and act on it.
The world is moving faster, information is available in real time, and the labour market is also changing more rapidly than before. An employee who is happy today might well leave for a competitor in four months’ time.
So don’t just ask a broader range of questions; make a point of asking them continuously. Keep it accessible and encourage your employees to give feedback.
Curious to find out how we use askemo to boost job satisfaction at over 200 companies? We’d love to work with you to gain more insights based on more and better feedback from your employees!
I’d be happy to have a one-to-one chat with you to discuss your situation. Would you be open to that?
You can view my calendar via this link and schedule a virtual coffee meeting.
