Written by Guest Author | November 2, 2015
Everyone wants to be happy in life, and if they aren’t, they will eventually try to find ways to change that. It’s a principle that so many leaders and managers don’t properly appreciate until a valuable dissatisfied employee is walking out of the door.
It’s well-known that satisfied workers tend to be more motivated, more productive and better team players. However, it isn’t necessarily obvious whether a given employee is dissatisfied or has certain concerns – hence, why you may consider the following means of measuring employee satisfaction so that you do not find yourself rushing back to a recruitment agent in Leeds too soon.
As much as you might hope to find the time for one-on-one conversations with your employees as a natural part of the working week, for most busy companies, that may never happen. That makes it essential to schedule such conversations so that you can really check on how each employee is doing.
During these conversations, be sure to ask neutral questions – such as “What do you think we’re doing well?”, “What do you think we’re doing less well?” and “What would you like to spend more time doing?” – to get a sense of your employee satisfaction levels.
Don’t enter these conversations with an agenda, or get defensive if a staffer says something you disagree with – but do be sure to record their answers.
Not all employees are comfortable with saying everything that they really think when in one-on-one conversation with a higher-up. That’s why you may instead conduct anonymous surveys that also allow you to observe trends – such as the percentage of workers who are satisfied and those who aren’t – rather than merely receive an assortment of suggestions and ideas.
Reading between the lines
Even anonymous surveys might not throw up absolutely everything that your employees feel and think, so to some extent, you are also going to have to simply observe your workers and undertake some background research to pre-empt potential causes of concern.
Are your workers, for example, paid at the market rate for your sector or geographical area? Compare the salaries you offer to those of your rivals, and consider whether some of your employees may be de-motivated or keeping an eye out for other opportunities due to low pay.
Also, don’t be afraid to have more informal out-of-office conversations with colleagues about the issues that may concern them, or ask friends elsewhere in the industry to describe their own pain points.
Worker satisfaction is absolutely vital if you are to build up your organisation into a major force in its industry, with the first step towards that being the determination of employee happiness levels through measures like the above.