Tuesday, June 5, 2012
Employee satisfaction is a measure of how happy employees are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company as happy workers will be more likely to produce more, take fewer days off and stay loyal to the company. There are many factors that affect improvement of employee satisfaction, which, wise employers would do well to implement. Many companies will have mandatory surveys or face-to-face meetings with their employees to get information about their satisfaction level.
The rising turnout of the employees, a state of employee’s lackluster loyalty and a job hopping tendency are the bottlenecks in the growth of any company. HR management is in dilemma as to how to reduce the attrition rate and this is a top priority in the list its agenda. It is imperative to improve the level of employee satisfaction as no one likes to get pinched when their employees leave the organization, and particularly when they join competitors. By continuous monitoring, HR management can trace out the loyalty factor in employees which is directly connected with their satisfaction, and by any chance, if they are not content, scrutinizing reasons thereof is to be taken up. Employee loyalty and employee satisfaction are the most profound factors in any organization.
It is seen that a business turnover and tenure of employees’ services are directly related with each other, but the employee loyalty goes below or vice versa. Now, if this situation is analysed on the basis of employee’s productivity, length of his services, his overall performance and the attitudinal pattern of his behaviour, the probable attrition rate can be predicted and depending on the scenario, corrective actions can be taken well before the peak time.
Another poignant situation seen in the organization is that an employee remains frequently absent from his duties when he is not that much loyal to the firm. He transgresses rules of the company and stays cynical in his behaviour. His work style shows lack of commitment.
When it comes to job satisfaction, it is very essential and significant to measure the attitude and not the behaviour of employees. HR management is to have a strict vigil on the reactions and conduct of employees. This is by far the easiest way to explore enthusiasm level among employees. Let me take a pragmatic view on this narration. Assume that you are a departmental head, and after your periodical visit of the department, you find that your employees are fully involved in their jobs and when you interact with them, you notice that some are charged, some are extraordinarily energized and alert about maintaining deadline and there are other who are in the mood of sauntering or inactive. From your above observations, you can assess the level of dissatisfaction of some of the employees which makes them inactive and you can also make out the reasons behind such attitude of them. At the same time, you have also to find out the level of loyalty among the people who are charged and capable to deliver the output. This is very much important because it is not necessary that good players are always loyal to the organization.
Right action to enter employee satisfaction:
The best ways to maintain employee satisfaction is to make employees feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among them. The ex-gratia payment and bonus can increase employee satisfaction and should be given when possible. Yet money cannot solve all morale issues and if a company cannot improve their overall environment, a bonus or ex-gratia payment will be quickly forgotten.
Employees may be satisfied with the office environment, and easily get along with their colleagues but such employees may not be necessarily loyal. On the contrary, loyal employees may not have job satisfaction or may not freely mix up with their colleagues.
But, it is fact that a higher degree of job satisfaction brings desolation to employees and a high satisfaction level leads to enhancement of loyalty. This loyalty factor develops a psychological and emotional attachment of employees towards the company. The main purpose to find out the reason of manpower attrition is to plug the loopholes and to enhance contentment level among employees. The procedure is very easy to say than done. A manager or a supervisor has to tacitly find out the reasons of disloyalty among the employees and pinpoint the root cause thereof whether it is a disparity in remuneration package or a tremendous work pressure or a vulnerable game played against him to blame him for different issues or a non congenial working condition or an unnecessary harassment. Such analysis will make the manager aware of the causes of leaving of a particular employee, and by asking an appropriate remedial action, attrition can be avoided. This type of analysis and corrective measures are very essential from strategic point of view for enhancement of employee satisfaction.