What does employee satisfaction really look like?
Employee satisfaction refers to how content an individual is in their work and whether they feel their needs and desires are being met in a professional capacity. When an employee is satisfied in their job, they’re motivated to carry out high-quality work and remain committed to an organisation for longer. If employee satisfaction is low, the opposite is true – organisations can expect disengaged, unmotivated staff that aren’t loyal to the company and may, ultimately, affect profitability.
What constitutes employee satisfaction can vary across different job roles and sectors and is personal to each individual and their perceptions. However, there are some fundamental factors that contribute to levels of satisfaction in your team. Wholly satisfied employees are recognised and appreciated for their work, rewarded for high performance, provided opportunities for growth and empowered to make decisions. They’re engaged because they’re treated with respect and feel part of a positive and healthy workplace culture.
Employee satisfaction and its link to wellbeing
Increased levels of engagement are a true indicator as to how satisfied an individual is in their work. When employees are satisfied in their job, they’re more likely to be present and perform well.
According to Mind, nearly two thirds (60%) of employees say they would feel more motivated if their employer took action to support mental wellbeing. When employees feel as though they’re making meaningful and valued contributions to the business, they’re more likely to be in good mental health - and be happier and more productive in the role. Promote positive wellbeing in your organisation and you'll reap the rewards of engaged, satisfied staff who are loyal and committed to the business’ goals.
How to measure
How to measure employee satisfaction
Many businesses make the mistake of assuming their employees are happy simply because they haven’t heard otherwise. If there’s a positive wellbeing culture in place, with initiatives that give staff a forum to speak openly about how happy they are in their role, it’s easier to measure employee satisfaction.
Alongside regular catch ups, an employee wellbeing questionnaire is a great tool for measuring how satisfied a workforce is. This is a series of questions designed to get insight into an employee’s state of mind and where they feel their job satisfaction could be improved.
The Govox wellbeing platform enables employers and managers to assess the happiness of their teams with a short series of questions. However, unlike other questionnaires, it’s not anonymous, meaning you’ll be alerted to any individuals whose morale is low and be able to take action immediately – effecting real change and demonstrating how valued they are.
HOW WE CAN HELP
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- People are invited to check in on a digital device and answer a series of short, friendly questions. This takes less than two minutes and is simple to engage with.
- Check-in results on the Govox wellbeing dashboard instantly highlight those who may benefit from some support, enabling organisations to have the conversations that matter.
- After each check in, the participant will receive their own personal wellbeing report, which offers proven wellbeing techniques tailored to their specific answers.
The club’s academy has been utilising Govox for the past few months to engage with its academy players, in order to help assess their wellbeing. The platform has been a vital tool in the management of our young players wellbeing, particularly during the current climate of COVID-19.
CEO, Stevenage FC
"The solution Govox has is just so simple. It just creates that greater level of connectivity. It helps the leadership understand who needs a quick chat, when they need it, support them with what has bothered them and really understand their feelings."
Customer Delivery Director at Centrica
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Managing culture change in the workplace needn’t be difficult. Understand your team’s needs and identify when individuals need additional support in a proactive manner.