Identifying employee satisfaction level can help to retain staff.
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Job
satisfaction is simply how people feel about their jobs and different aspects
of their jobs. It is the extent to which people like (satisfaction) or dislike
(dissatisfaction) their jobs (Spector, 1997 cited in Khan S. S. 2015). Further,
job satisfaction is the amount of pleasure or contentment associated with a
job. If you like your job intensely, you will experience high job satisfaction.
If you dislike your job intensely, you will experience job dissatisfaction
(Locke,1976 cited in Khan S. S. 2015).
There are
different ways to identify employee satisfaction level. Here below explained
few points.
- Conducting employee satisfaction survey. (Nevogt, 2020).
This way is
the most common way of identifying employee satisfaction level. With the survey
results company can identify what staff like and dislike. Companies can add
more areas like Leadership of CEO / Leadership of senior manager / Company
culture / Internal politics / leadership of immediate supervisor /
Vison/Mission / Changing process etc to have a big picture with the results.
This score shows how staff feel about the company. To
calculate e-NPS, company should ask below question from staff.
‘On a scale of zero to ten, how
likely are you to recommend our company as a place to work?
Based on staff answers, companies can identify below groups’
Promoters – Staff who are satisfied
with the company.
Passives – Staff who are with
neutral opinion
Detractors – Staff who are
dissatisfied with the company.
- Having 1 on 1 meetings. (Nevogt, 2020).
By using this
method company can identify exact satisfaction level by employee wise since
this method is not anonymous. This way it’s wasy to help staff to satisfy their
needs and concerns.
- Install a suggestion box. (Nevogt, 2020).
By having a suggestion box company can inspire staff to communicate anonymously. This way might help since there can be some staff who might not feel-good talk in public. It is a great way to encourage employees to voice their opinions and concerns without fearing that they’ll get punished for it in one way or another. (Nevogt, 2020).
Khan S. S. (2015) Measuring Job Satisfaction Level of Employees using Demographics: A Study of HDFC Bank. Global Journal of Management and Business Research: An Administration and Management,15(2), 39-48.
Nevogt D. (2020) How to Measure and Improve Employee Satisfaction. [blog entry] 16 October. Available at 6 Methods for Measuring Employee Satisfaction | Hubstaff Blog Accessed on 20th April 2022.
Hello Dulanjana, agree with what you have stated. Job satisfaction is in other words could be defined as enthusiasm and happiness with one’s work. Job satisfaction leads to recognition, better income, promotion, and the achievement of other goals that lead to a feeling of fulfilment (Kaliski,2007).
ReplyDeleteHi Dear, Yes Correct. Job Satisfaction is a critical factor in attracting and retaining a skilled workforce. Therefore identifying the current job satisfaction is more important for any organization to be succussed. (Stamolampros et al., 2019)
DeleteHey Dulanjana, I agree with your blog. Individual job factors may have an impact on how employees feel about their workplace. This blog was created with the goal of identifying job variables that affected employee satisfaction with work settings and hence job retention. According to individual employment characteristics, different factors played different roles in measuring job satisfaction and employee retention, so although factors related to the work environment (location, communication, accomplishment, and department) should be addressed regardless of employment characteristics. It is proposed, for example, that hotels create a personalized improvement agenda focused at and targeted on certain groups based on their job characteristics.(Lee, C. and Way, K., 2010)
ReplyDeleteDear Pavani, Very true and I agree with your comment. Job satisfaction is a combination of
Deletepsychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job or not. It is important that company measure and identify the current level of employee satisfaction and it's factors to develop a personalized improvement agenda. (Khan, 2015).
Hi Dulanjana, Very interesting topic on how employee satisfaction can be measured. In addition to obtaining results from employee satisfaction measurement tools, it is investigated and found out that post survey planned corrective actions can lead to more satisfied employees(Huebner and Zacher, 2022).
ReplyDeleteHi Dear, totally correct. after an employee survey has been conducted, employees are much more interested in seeing action taken than they are in seeing the results of the employee survey. In fact, employee surveys have little or no value if nothing is done to make improvements at the organization. (Khan, 2015).
DeleteHi Dulanjana , I would like to add here , Insufficient training or lack of feedback, work-related factors, lack of trust, high work stress, less challenging work, low job satisfaction, poor working environment, family pressure, low wages, a large work group, and poor leaders and managers are just a few of the reasons why employees leave their jobs (Bohlander & Snell, 2012).
ReplyDeleteHi my dear, yes very true. These factors are directly effecting employee satisfaction at the end. Therefore it is important to identify the level of satisfaction of all these factors by using mentioned methods in this article. (Hee et al. 2018).
DeleteHello Dulanjana. I agree with the contents on your post. I would also like to add, that the organizational culture plats a major role in employee engagement t and satisfaction. Organizational culture influences employee’s job satisfaction, and in prior studies, high job satisfaction has been associated with better job performance (Medina,2012).
ReplyDeleteHello Dear, Yes. Company culture is another factor to determine employee satisfaction. It is indicated that organizational culture has the ability to increase employee performance. (Kotter, 2012 cited in Irba, 2018).
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ReplyDeleteHi Dulanjana. Agreed to what you have stated in your blog. I would like to add that Understanding organizational life is critical since it is largely accepted that organizational cultures influence firm performance (Denison,1990; Kotter and Heskett, 1992; Truskie, 1999; Schein, 2004).
ReplyDeleteHi, very correct. It is also identified that Corporate culture and reputation are intangible assets organizations use to create a competitive strategic advantage to differentiate themselves from other firms to enhance firm performance. (Wahjudi et al. 2013)
DeleteHi Dulanjana, I agree with your post. Employees can reach full satisfaction at any time, and this can vary from employee to employee. They may need to alter their habits from time to time in order to do their responsibilities more successfully and earn more job satisfaction (Miller, 2006).
ReplyDeleteHi, yes agreed with your comment. It is important that employer is identifying these changes of employees. Employee satisfaction surveys should be at the heart of every workplace. It’s widely known that when employees are satisfied with their jobs, they are much more likely to be happy, engaged and productive in their role. (Ayyagari & Lathabhavan, 2020).
ReplyDeleteHi Dulanjana agreed with your post. An employee can be satisfied in different ways. Job satisfaction level of an employee is significantly affected by the compensation practices in the organization (Sokoya 2000).
ReplyDeleteHiDulanjana, Agreed with your post. Organizations invest a lot on their employees in terms of induction and training, developing, maintaining and retaining them in their organization. Therefore, managers at all costs must minimize employee’s turnover. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found useful in interpreting employee turnover (Kevin et al. 2004).
ReplyDelete