Satisfaction at work is a principle of Good Work and is a very broad topic. Countless studies and models have been created over the years to understand what keeps us satisfied at work.
This blog won’t go into these models and studies but will, however, explore how job satisfaction can be improved. Before we do, let’s understand job satisfaction/dissatisfaction a little better.
“Job satisfaction and job dissatisfaction are not the obverse of each other. The opposite of job satisfaction would not be job dissatisfaction, but rather would be no job satisfaction. Similarly, the opposite of job dissatisfaction is no job dissatisfaction, not satisfaction with one’s job.” – Frederick Herzberg
This quote from Frederick Herzberg is very interesting because it says that job satisfaction and job dissatisfaction are not direct opposites. It makes us aware of the grey areas of satisfaction and dissatisfaction. “I’m not dissatisfied in my job but I’m not satisfied either.” This is a statement that many employees working in organisations can relate to. The question is what can employers do to identify and help employees become more satisfied at work as well as improve staff retention?
Here are three things that employers can do to start improving satisfaction levels:
- Complete regular employee satisfaction surveys – The first step is to identify the current level of satisfaction of employees and for employers to become aware of their strengths and development areas. The best method of doing this are regular internal employee satisfaction surveys. Satisfaction levels can change so it is advisable to do these surveys regularly and it’s important, if required, to implement changes based on the results.
- Be open to flexible working and workplace adjustments – We all have unique requirements when it comes to our personal lifestyle and what we need when we’re at work. Employers can consider an employee’s needs very carefully and make the relevant adjustments especially when it comes to flexible working and workplace adjustments for people with a disability. Due to labour shortages in certain sectors, employers are willing to make workplace adjustments for employees.
- Care about employee well-being – The charity Mind have listed factors that can lead to a period of poor mental health. This list of factors include discrimination, bullying, poverty or debt, bereavement, stress, trauma, physical health condition, losing your job etc. Whilst some of these may not necessarily be work related, they can still impact on workplace satisfaction and performance. Looking at satisfaction in a holistic way, with both internal and external factors considered, will allow employers to have provisions in place to help employees as and when they need it.
Good work is not only about attracting the right people for roles but also retaining them. There will be occasions when employees will ask themselves if the job they’re in fits in with their personal and professional priorities. It’s important for employers to have that consistent dialogue with their employees to understand how individual priorities can change and what they can do to maintain workplace satisfaction.
Would you like to start a conversation with an organisation committed to helping you improve the diversity and engagement of your workforce? Get in touch and we’ll gladly help you understand how Good Work can support your recruitment strategy. Email us at employers@shaw-trust.org.uk.
Written by Jags Lota, Marketing Content Officer at Shaw Trust.
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