Employee Job Satisfaction and Engagement | A Comprehensive Guide

Build a Better Workplace

Do your employees like their job? Use a survey to find out!

A Guide to Employee Satisfaction & Engagement

Employee satisfaction is the extent to which employees are happy or content with their jobs and work environment.

Employee engagement describes how passionate, committed, and personally invested an employee is in their job and work duties.

Understanding the Relationship Between Satisfaction and Engagement

Think about the things that make you most happy or bring you the most satisfaction in life. They are likely things you spend considerable time doing and thinking about.

An employee’s attitude towards their job is similar. If an employee is satisfied from work, they are likely to more engaged or vice versa. Even if the pay is great, most people want a job in which they can make an impact and are contributing to the organization. Since October 2016, over 1,300 employee engagement and satisfaction surveys have been completed on our system. The findings show a relationship between employee satisfaction and engagement.

Benefits of Satisfied & Engaged Employees

Decreased Turnover:

Turnover can be costly from headhunter fees, additional resources spent on trainings, and from a decrease performance from less experienced employees. Retaining workers helps create a better environment, and makes it easier to recruit quality talent. Satisfied employees are typically much less likely to leave.

Higher Productivity:

Regardless of job title and pay grade, employees who report high job satisfaction tend to achieve higher productivity.

Increase in Company Goodwill:

When employees feel the company they work for supports them, they often support its values and work hard to help achieve company objectives. Happy employees are more likely to say positive things friends about their employment, which helps spread goodwill.

Questions Related to Employee Engagement

Employment Role Vs. Skill Set:

Employees want to use their skills. They want to do things they are good at. If an employee is doing a job that they feel don't feel meets their skill set, they are likely not giving 100% effort.

Pride in the Company

Ask employees if they are prideful in working for you. You need to know if they believe in your product and mission and the way you run your business — or if they’re just in it for the paycheck.

Opportunites for Growth:

One of the most common reason employees look for other employment is lack of opportunity for advancement. This is closely related to self-worth. No one wants to work for an organization that doesn’t value them. If an employee has no room for growth, they will never feel like they are valuable to your company.

Questions Related to Employee Satisfaction

Would They Recommend You?

Your employees can be your biggest cheerleaders. Use a Net Promoter® to gauge how your employees see you. Use this question as a benchmark year to year or even semiannually to track satisfaction.

Companywide Relationships:

Ask how employees like their peers and supervisors. Do supervisors seem to inspire their employees? Are co-workers friendly? These are huge factors related to satisfaction.

Compensation:

Let’s face it. Everyone wants to make more money! But employees who feel they are undervalued won't be happy. Unhappy employees are never more product than happy ones. Get opinions about the benefit packages as well. Maybe something as simple as more time off, even if unpaid, will give your employees some extra happiness and motivation.

Improvements:

Use an open ended text question to ask for improvements and concerns. This is a great opportunity for employee’s voices to be heard. The results will be shown in a word cloud, a document you can share company wide.

Tips for Employee Surveys

Be Specific!

Don't ask general questions such as "Do you like the cafeteria room food?". Keep questions targeted to engagement and satisfaction. Separate the engagement and satisfaction questions into different pages to ensure a proper setup.

Determine How to Send Your Survey:

Generally sending out via an email invitation is best. You can include employee meta data and then segment results by department or job function. If employees are worried about anonymity, you can turn on the anonymous surveys feature.

Use Advanced Features:

Skip logic and answer piping to better engaged your employees. The more engaged your respondents are the more likely they will complete your survey.

Keep Your Survey Short:

No one wants to be overwhelmed. Keep your survey under 20 questions. Generally, 2 pages with 5 questions each should be enough to gather the data you need and not annoy your employees.

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