The degree to which your employees are satisfied with their jobs to a great extent affects the outcome or productivity of your organization. If you manage your staff the same way you manage your best customers, they will most likely give your customers same treatment.
According to Human Resources expert Susan Heathfield, “Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.”
Here are 8 salient ways to improve your employee satisfaction.
- Allow flexibility. As an employer, you should give your employees enough ‘space’ to work and still live their personal lives in a balanced way. Give them greater control, responsibility and autonomy over their work schedules and itinerary. Employees appreciate bosses and feel satisfied with employers that value the work-life balance. Also allow your employees to customize their work spaces to their taste. Research shows that it helps to motivate them more and ultimately work better. In addition, allow telecommuting where possible.
- Treat Employees Like Customers. This means first gaining a deep understanding of who your employees are, what they want, and their pain points. When we address pain points and solve problems for our employees, they in turn are freed up to focus on solving problems for customers and the business. Just as we’ve moved away from one-size-fits-all for our customers, forming personas enables organizations to do the same for their employees.
- Reward and Recognition aside Financial Remuneration. Every reward given to your employee does not always have to be in monetary terms. There are times when you can reward your employee’s small or great feats, with as little as a book gift, or as extravagant as a holiday.
- Ensure Constant Communication. Communication can never be too much in an organization. Your employee will be dissatisfied if he/she performs poorly as a fall out in the communication process. Communication is paramount and feedback cannot be overemphasized within the organogram of your company. Make constant communication between staff and management part of your culture.
- Understand Experience From the Employee’s Perspective. This may sound intuitive, but putting yourself in an employee’s shoes opens up a different view of the problem, one that often crosses organizational silos
- Promote Healthy living. The old adage ‘health is wealth’ is priceless, because when employees are healthy; both they and your company will be wealthy. One major factor of employee dissatisfaction is when they are subjected to too much workload which results in stress related sicknesses. To promote healthy living, you can introduce healthy lifestyles amongst your employees, like exercising, games, taking regular breaks, giving health seminars, providing kitchen facilities, etc. Ensuring physical and mental health should not be the sole responsibility of the employee but also of the employer. And research says that a healthy employee is 50% satisfied.
- Create Experience Employees’ Crave for
Gone are the days when you should be only concerned with what your employees have to bring to the table. You should invest more in training, mentoring, coaching and up skilling your employees. By so doing, you prove that you are genuinely interested in their future and career path. And also you are not just concerned about the short term yields of your company, but long term prospects. In addition, you should create the atmosphere of growth. We’ve found that – regardless of job or industry – employees are looking for an experience that is:
- Enriching: People seek meaning and fulfillment in their jobs, and want to achieve a higher purpose. Aligning work with a company’s higher purpose helps employees see the big picture and feel like they are learning, growing and making an impact.
- Efficient: Employees want tools and resources that help them do their jobs better and faster. Ensuring that employees have the same type of consumer-grade technology they are used to – as well as company processes and policies that empower them to do their jobs – reduces friction and frustration in daily work.
- Embracing: Employees desire a sense of belonging and community, as well as a culture that welcomes them to bring their whole selves to work. Efforts such as on boarding, mentoring and social activities can help employees quickly feel welcome and connected to their coworkers and the organization.
- Empathetic: Technology has blurred the lines between work and home, leaving employees constantly connected to the job. But when their personal lives come rushing in, they want the support and understanding that this flexibility is a two-way street.
- Cultivate a Strong Sociables as Culture. Encourage your employees to interact more with their colleagues. Create the atmosphere where this will be achieved. Let your office sitting arrangements allow for ease of communication and togetherness. Organize frequent indoor and outdoor meet-ups. This will greatly increase your employees’ morale and satisfaction.
- Reduce Commuting stress. One of the factors that can cause an employee to be dissatisfied is the stress of commuting to work, and the anxiety of being reprimanded for arriving late to work. “Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed,” states Rubin. This can be avoided by shuffling the resumption and closing time to reduce the time spent in traffic. Telecommuting also works here.
- Break up Routines. There need not be any special occasion or recognition of an employee’s performance before you celebrate them. Add spices to their days and weeks by breaking up their routines. You can even declare a quirky holiday and host an office party; just to show them you appreciate their efforts –no matter how little. Just do something to make your employees satisfied with working with you and everyone will be the better for it.
In conclusion, “Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job and being let in on things that are going on in the company.” Zig Ziglar. And one or more is not been met, your organization will bear the bigger cost.
Onasoga Omokolade is a Content Creator, Talents and Skills Specialist at Talents and Skills Consulting.