Employee Satifaction and Discontent

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  • Topic: Employment, Employee engagement, Paid survey
  • Pages : 11 (3512 words )
  • Download(s) : 57
  • Published : July 28, 2010
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Importance of and Employee Satisfaction
Your employees have a wealth of information about what it is like to work at your company, and what your customers are telling them about your company and your competitors. Your employees also have considerable knowledge about what can be done to improve your company's productivity, quality, customer service, customer satisfaction, customer loyalty, growth and profit, and what can be done to improve your risk profile. Equally important, your employees know how satisfied or dissatisfied they are working at your company. They also know how engaged they are and what can be done to increase their level of engagement. While most companies are aware of the need to take action and make improvements to become more competitive, they often miss important hidden actions that can really make a difference for customers, employees and the bottom line. That's where employee surveys come in, uncovering the hidden information, suggestions and insight you need from across your organization. Highly satisfied employees are more engaged in their jobs, their productivity is higher and they do more to generate profit for your company. While company financials and other “hard data” measurements are important for assessing your company’s/organization’s performance, they are missing important information, insight and perceptions that can only be gathered by directly asking your employees. Employee employee satisfaction surveys are the best, most cost-effective way to gather comprehensive information accurately from a large portion of your employees about how satisfied and how engaged they are, and what needs to be done to increase employee satisfaction and engagement. Definition of Employee Engagement

An organization’s employees are engaged when employees at all levels of the organization are fully committed, involved and enthusiastic about their jobs and their organizations. • Engaged employees are willing, able and actually do contribute to company success. • Engaged employees regularly go the extra mile, putting effort into their work above and beyond what is expected of them. They willingly and eagerly work extra hours and focus their inspiration, energy, intelligence, skills and experience to achieve success for themselves and their organization. • Engaged employees thrive when they are working in a positive, supportive corporate culture. Their inspiration, energy and enthusiasm in turn enhance the corporate culture. How Engaged are your employees? How do you know?

How many of your employees are disengaged, how many are somewhat engaged and how many are highly engaged? Assessing employee engagement levels and then taking action to shift disengaged and somewhat engaged employees up the curve will significantly increase employee and company performance. Employee engagement surveys / employee satisfaction surveys measure employee satisfaction and engagement levels and provide actionable information for driving employee engagement to significantly higher levels. Employee Engagement Surveys or Employee Satisf action Surveys? Which is the right survey approach for your organization? The best approach for companies and other types of organizations is to conduct surveys that include both employee engagement and employee satisfaction issues. It is possible for employees to be satisfied but not engaged, and it is also possible for employees to be engaged but not satisfied. Surveys that include a wide range of questions about both employee satisfaction and employee engagement gather comprehensive information, opinions, perceptions and insight for assessing employee satisfaction and engagement. Dual-focused surveys identify shortfalls in employee satisfaction and employee engagement levels, and the reasons for the shortfalls. The surveys also generate extensive information, insight and suggestions for diagnosing problems across your organization and for taking action to address shortfalls in employee engagement...
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