Improve Workplace Satisfaction for Employees

Improve Workplace Satisfaction for EmployeesImprove Workplace Satisfaction for EmployeesBefore you can improve employee satisfaction and employee engagement, you need to know what to improve. The annual Society for Human Resource Management (SHRM) 2017 Employee Job Satisfaction and Engagement Survey identifies the factors that are important in employee job satisfaction and employee engagement as perceived by employees. The surveys purpose is to assist employers to develop the right programs and practices when they seek to have an impact on these two factors that are critical to employee morale and motivation. Understanding employee preferences provide guidance for the knowledgeable allocation of resources. Otherwise, employers can spend thousands of dollars on programs and practices that their employees actually dont want. And, heres a secret you need to know aside from these official survey results which provide guidance. You will learn the most about what will engage and satisfy yo ur employees by asking them what they want the most. Then, as you can, reasonably accommodate and provide what they are seeking. Your workplace will flourish when employees meet their needs. The Employee Satisfaction Survey The survey explored 44 aspects of employee job satisfaction, divided into four topic areas- career development, relationships with management, compensation and benefits, work environment, engagement opinions, engagement behaviors, and conditions for engagement.. Added in 2011, the survey also explored employee engagement. Satisfaction Survey Results According to this study, 89 percent of U.S. employees report that they are overall satisfied with their current job. This is the highest level of satisfaction reported in the past 11 years.The U.S. has a problem with employee engagement.U.S. employees reported that they were moderately engaged averaging 3.9 on a 5 point scale where 5 is highly engaged and 1 is unengaged. In addition, findings by the Gallup org anization about disengaged employees were highlighted in the Wall Street Journal.Gallup found 19 percent of 1,000 people who were interviewed felt actively disengaged at work. These workers complain that they dont have the tools they need to do their jobs. They dont know what is expected of them. Their bosses dont listen to them. Top Contributors to Employee Job Satisfaction Employees identified these factors as their top 10 most important contributors to their job satisfaction. Respectful treatment of employees ranked first (65 percent) on the list of job satisfaction aspects that contribute to overall employee satisfaction.Combined compensation, benefits, and pay ranked second (61 percent).Job security which ranked first for employees during earlier surveys had sunk to fourth (58%) possibly because economic times have improved.Opportunities to use skills and abilities in your work (56 percent).Also important is the financial stability of the organization, the employees relatio nship with his or her immediate supervisor, feeling safe in your work environment as manifested in feeling physically safe, with employers taking measures to prevent violence in the workplace and acts of terrorism, and the immediate supervisors respect for your ideas. Generational Results While Baby Boomers, Gen-X, and Millennials scored similarly in many areas related to engagement, they also exhibited some differences. According to the SHRM report, They value a few other aspects of their jobs differently. Millennials (88%) placed greater importance on career development opportunities than Baby Boomers did (76%), for example, and members of Generation X (89%) more frequently cited organizations commitment to professional development as a contributor to job satisfaction compared with Baby Boomers (79%). Workers in all three generations placed a high value on compensation and benefits related factors. Millennials placed more importance on job-specific training, career developmen t opportunities, and career advancement as contributing to their job satisfaction compared with older generations. This is not surprising given the stage of their careers, but employers need to notice that differences exist now that Millennials are the majority of workers. Employee Engagement Conditions Employee engagement, according to the SHRM report, is more likely to occur when certain conditions exist. Employers can maximize employee engagement via improving these factors. The percentages indicate the overall satisfaction of employees with the listed condition of engagement. The items are listed in order from the employee survey results most satisfied to least satisfied with the condition in their organization. Opportunities to use skills and abilities 100%Relationship with immediate supervisor 96%Organizations financial stability 87%Relationships with co-workers 87%Communication between employees and senior management 85%Meaningfulness of job 81%Managements recognition of employee job performance 78%Overall corporate culture 77%Job-specific training 75%Organizations commitment to professional development 75%Contribution of work to organizations business goals 73%Variety of work 71%Organizations commitment to corporate social responsibility 69% Career advancement opportunities 69%Networking 65% With the percentages noted in both the satisfaction portion of the survey results and the engagement aspects of the survey, employers have some work to do to fully satisfy and, especially, engage employees. Are you up for the challenge?