Factors Affecting Job Satisfaction Typically, it is the monetary and associated factors that determine how satisfied employees are with their job. The top four elements include: 1. Compensation The first and probably the biggest driver of job satisfaction is compensation. Remember two things here. One, the pay scale must be positioned competitively against similar companies in your region. Two, employees should be able to maintain an above-average quality of life with the compensation provided.

Benefits Supporting the advantages of good pay, you can offer a comprehensive benefits package that takes care of physical and mental well-being, financial wellness, childcare, and family coverage. You may not need innovative perks like unlimited paid time off or an in-house gym. And this is a key difference between employee engagement and job satisfaction.

People want stronger basics than perks they can do without. Shorter commutes, the freedom to work from home, paid leaves, and mandatory vacation days, among other things, can ensure a positive work-life balance for your workforce. They will have more time to spend with family or in personal pursuits, thereby improving the quality of life. This is one of those factors that not only ensures satisfaction but can also contribute to a certain level of employee engagement.

You can adopt a formal structure of recognition, with annual reviews and appraisals, or an informal one, where achievements are acknowledged in the moment. We recommend both. Note, again, that this is a factor that can enable both satisfaction and engagement at work. Factors Affecting Employee Engagement The drivers of employee engagement are slightly different.

Here are the top four factors for this parameter. Inspiring leadership Employee engagement starts at the top. Company leaders must be collaborative, regularly interacting with their workforce, sharing ideas with them, and soliciting their contributions before making a significant decision.

Internal communication Communication plays a significant role in how engaged your employees are, especially if you have a large distributed workforce. The ability to connect in real-time, receive regular updates from the company, and quickly resolve issues no matter how trivial is critical to enabling an engagement-friendly workplace. A culture of diversity To ensure maximum engagement for all individuals, diverse work culture is essential. This means that the company is open to new ideas from every employee, proactively prevents bias, and ensures equal opportunity for all.

Diversity must be embedded within the company values, covering every minority group as well as the generational divide. Companies are treating their workers with respect, compensation is mostly attractive, and job security is now almost commonplace. The top three contributors to job satisfaction were respectful treatment, total compensation, and the trust between employees and senior management.

This is consistent across genders, generations, and job levels. Now take a look at these findings on employee engagement in the report: The U. This is a marginal improvement over previous years — employee engagement stood at 3. Employees are more engaged with their work on an individual level, reporting a 4.

As you can see from these metrics, it is essential to measure both satisfaction and engagement separately and carefully to arrive at an accurate picture of organizational health. Measure these metrics to assess job satisfaction To pinpoint the exact level of job satisfaction among your workforce, look at the more tangible aspects of your company.

For example, compensation, benefits, and workplace amenities are factors that require careful evaluation. Measure the following three metrics to get a clear picture of job satisfaction: 1. But if employees are willing to forego part of their compensation for unpaid leave, you may need to revisit your job satisfaction measures.

Referral volumes Someone satisfied with their job is likely to recommend others to join as well. They would like their friends and family to enjoy the same benefits that they receive in your company. Social media reviews Employee reviews on social networks like Glassdoor or Indeed can reveal valuable data on job satisfaction. Often, the information they might not share directly with their employer is expressed via social media. Turn reviews into action points and monitor the impact on your job satisfaction scores.

Measure these metrics to gauge employee engagement Employee engagement has a broader purview than satisfaction. This is why the metrics for measurement are slightly more complex — they capture a variety of variables.

Track the following three parameters to ascertain how engaged employees are at your company: 1. Employees assign your company a score of 0 to 10, depending on which they are categorized as promoters, detractors, or passives. A large number of promoters than detractors is a good sign of engagement.

Read more about this on our detailed guide to eNPS. Offer acceptance rates Offer acceptance rates reflect the candidate engagement factor at your company. It's true that enthusiastic and energetic employees feel better about their work and workplace. But engagement is not determined by an abstract feeling. Measuring workers' contentment or happiness levels, as well as catering to their wants, often fails to achieve the underlying goal of employee engagement: improved business outcomes.

Organizations have more success with engagement and improve business performance when they treat employees as stakeholders of their own future and the company's future. This means focusing on concrete performance management activities, such as clarifying work expectations, getting people what they need to do their work, providing development and promoting positive coworker relationships. The majority of the U. These employees are indifferent and neither like nor dislike their job. They represent a risk, and that risk can tilt either way -- good or bad.

Many employees who are not engaged want a reason to be inspired. They are the "show me" group that needs an extra push to perform at their best. While positive feelings, such as happiness, are usually byproducts of engagement, they shouldn't be confused with the primary outcomes. Rather, the primary emphasis should be on elements that engage workers and drive results, such as clarity of expectations, the opportunity to do what they do best, development and opinions counting.

Employee Engagement Strategies Are Good for Business Approaching engagement as a business strategy yields clear and better results. Despite massive changes in the economy and technology, the results of the most recent meta-analysis are consistent with the results of each previous version.

Simply put, engaged employees produce better business outcomes than other employees do -- across industries, company sizes and nationalities, and in good economic times and bad. Business or work units that score in the top quartile of their organization in employee engagement more than double their odds of success based on a composite of financial, customer, retention, safety, quality, shrinkage and absenteeism metrics when compared with those in the bottom quartile.

Those at the 99th percentile have nearly five times the success rate of those at the first percentile. Engaged workers also are more likely to stay with their employers. Customer outcomes: Employees who are engaged consistently show up to work and have a greater commitment to quality and safety. Understandably, these employees also help their organizations improve customer relationships and obtain impressive organic growth.

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Engaged employees feel as though they have a voice at their company. When they speak, people listen and respond. Engaged employees believe that the work they are doing is invaluable to their companies. If they were to start producing less, everyone would notice. Growth Engaged employees have adequate opportunities for professional development at their organizations.

On one hand, that means the opportunity to attend symposiums, conferences, and trade shows. On another, it means the ability to get promoted — or at least interview from a position that carries more responsibility. Again, compare all of that to the satisfied employee who is simply happy to get a paycheck without having to bust their tail. By changing the way your organization operates — even slightly — you could increase the chances your workers become engaged.

With that in mind, here are six simple tactics you can use to increase engagement: Let employees pursue pet projects Doing the same thing at work every single day gets tiring quickly. Embrace remote working and flexible scheduling Great perks can create engaged employees. You may also want to look into flexible scheduling. Your workers will be happier if they can work when and where they want.

Plan team-building activities regularly Employees are more likely to be engaged when they get along with their coworkers. Schedule team-building activities — like happy hours or potlucks — so that your employees can get to know each other better.

You never know when an amazing friendship will be made over a beer. You hired your workers to do a job. They are talented enough to tackle their work responsibilities without having to worry about you peering over their shoulder every five minutes. Treat your employees like adults and let them enjoy some measure of autonomy. More importantly, it is the responsibility of the bosses and leaders of the company to ensure that all members are satisfied and engaged.

Why did your employees apply to your company? Explore their different motives for applying for the company. Perhaps they simply like the pay and benefits, or maybe they saw the company as a good environment to grow a career. Determine also whether their motivations changed as they started to work for the company. What pushes your employees to do their work? Is it fear of reprimand from their bosses?

Is it the opportunity to earn more money and get promoted? When going into this particular line of questioning, always follow up with more why questions. This lets you dig deeper into the core of their motivation. Do your employees relate to the corporate vision?

Employees who feel that they are aligned with the vision of the company they work for will be more motivated to do their best and to exceed base requirements. They will be more likely to see the relevance of what they do and to attribute meaning to their work. Do your employees feel a higher sense of purpose when working?

Some of the best businessmen attributed their success to purpose. Having a strong purpose allows you to persevere towards your goal, even if obstacles keep blocking your path. Now, aside from asking your employees these questions, also take some time to reflect on these questions yourself.

Do you cover the basics of job satisfaction? Do you offer generous benefits, a good salary, and a nice place to work in? Note that it is easier to promote employee engagement if they are already satisfied in the first place. When employees are given tasks that are too easy or too difficult for them, it becomes harder for them to engage in their work. Do you foster a collaborative environment where everyone can feel a collective sense of purpose? An overly competitive, unsupportive, and hostile environment is the quickest way for workers to lose both satisfaction and engagement.

Promoting Employee Engagement As mentioned before, it is significantly harder to make people tap into their internal motivations. However, it is a necessary task for any business to run more efficiently and to thrive. Fortunately, there is a framework that makes it easier to keep in mind the core practices that lead to employee management.

Just remember the acronym MAGIC , which stands for meaning, autonomy, growth, impact, and connection. Meaning Employees can only become engaged with their work when they feel a sense of purpose in accomplishing tasks. As anyone who was tasked with menial labor such as preparing coffee during their internships, it becomes harder to appreciate your work if you cannot see its relevance. Autonomy When employees are allowed to forge their own paths, they can attribute any results they gain from the actions they took, empowering them to perform at their best.

Companies can implement this by emphasizing employee input during brainstorming sessions or by being more open to their suggestions. Some companies allow employees to engage in their own pet projects, sometimes even providing all the necessary resources.

Boredom will set in, killing their motivation. While it might be tempting to give people tasks that they become accustomed to, always try to find ways to nudge them out of their comfort zones. Impact Most people desire to exert their influence on the world, and many wish to be a driving force for good. By making them feel their impact on the organization, they are further encouraged to do more.

Connection Finally, if your employees can see themselves fully as a part of the corporate culture, they will be more inspired to be more productive for the sake of their friends and colleagues.

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Imagine the employee who gets to show up to work early and leave late without contributing much or breaking a sweat. While engaged employees are satisfied with their jobs, satisfied employees are not necessarily engaged with theirs. Some companies only care about whether their employees are satisfied. This is the key differentiation between engaged employees and satisfied workers.

When employees are engaged, not only are they happy to have their jobs, they are always thinking about how their company can be better. What Factors Contribute to Engagement? They also need to be equipped with the tools and technologies that enable them to do their job well — and relatively easily. Contributions Engaged employees are able to contribute to their organizations in a measurable way on a daily basis. Their superiors often compliment them on a job well done. Managers of engaged employees also understand that their workers have their sights set on moving forward at some point during their careers.

To that end, they are interested in helping their employees develop professionally. Community Whereas satisfied employees might show up to work, ignore their colleagues, and listen to music on their iPods all day, engaged employees love the people they work with. Some of their coworkers are even considered their actual friends outside the office. Engaged employees feel as though they have a voice at their company. When they speak, people listen and respond. Engaged employees believe that the work they are doing is invaluable to their companies.

If they were to start producing less, everyone would notice. Growth Engaged employees have adequate opportunities for professional development at their organizations. On one hand, that means the opportunity to attend symposiums, conferences, and trade shows. On another, it means the ability to get promoted — or at least interview from a position that carries more responsibility. Determining If Your Employees are Satisfied and Engaged The most straightforward way to determine the levels of job satisfaction and employee engagement is to ask your employees.

Set some time to talk to them, and ask them to answer as sincerely as possible. More importantly, it is the responsibility of the bosses and leaders of the company to ensure that all members are satisfied and engaged. Why did your employees apply to your company? Explore their different motives for applying for the company. Perhaps they simply like the pay and benefits, or maybe they saw the company as a good environment to grow a career. Determine also whether their motivations changed as they started to work for the company.

What pushes your employees to do their work? Is it fear of reprimand from their bosses? Is it the opportunity to earn more money and get promoted? When going into this particular line of questioning, always follow up with more why questions.

This lets you dig deeper into the core of their motivation. Do your employees relate to the corporate vision? Employees who feel that they are aligned with the vision of the company they work for will be more motivated to do their best and to exceed base requirements. They will be more likely to see the relevance of what they do and to attribute meaning to their work. Do your employees feel a higher sense of purpose when working?

Some of the best businessmen attributed their success to purpose. Having a strong purpose allows you to persevere towards your goal, even if obstacles keep blocking your path. Now, aside from asking your employees these questions, also take some time to reflect on these questions yourself.

Do you cover the basics of job satisfaction? Do you offer generous benefits, a good salary, and a nice place to work in? Note that it is easier to promote employee engagement if they are already satisfied in the first place. When employees are given tasks that are too easy or too difficult for them, it becomes harder for them to engage in their work. Do you foster a collaborative environment where everyone can feel a collective sense of purpose?

An overly competitive, unsupportive, and hostile environment is the quickest way for workers to lose both satisfaction and engagement. Promoting Employee Engagement As mentioned before, it is significantly harder to make people tap into their internal motivations.

However, it is a necessary task for any business to run more efficiently and to thrive. Fortunately, there is a framework that makes it easier to keep in mind the core practices that lead to employee management. Just remember the acronym MAGIC , which stands for meaning, autonomy, growth, impact, and connection.

Meaning Employees can only become engaged with their work when they feel a sense of purpose in accomplishing tasks. As anyone who was tasked with menial labor such as preparing coffee during their internships, it becomes harder to appreciate your work if you cannot see its relevance. Autonomy When employees are allowed to forge their own paths, they can attribute any results they gain from the actions they took, empowering them to perform at their best.

Companies can implement this by emphasizing employee input during brainstorming sessions or by being more open to their suggestions. Some companies allow employees to engage in their own pet projects, sometimes even providing all the necessary resources. Boredom will set in, killing their motivation.

While it might be tempting to give people tasks that they become accustomed to, always try to find ways to nudge them out of their comfort zones. Impact Most people desire to exert their influence on the world, and many wish to be a driving force for good.

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