Employee Satisfaction – Job Satisfaction. It’s important to know the difference.

Employee Satisfaction may not be all that it is cracked up to be

The results are in!

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Employee Satisfaction is the extent to which employees are happy or content with their jobs.

They are satisfied with what they do, their compensation and their work environment.

Their are a variety of methods to measure this criteria, but mostly through specific-surveys.

This may be important if a company wants to keep employees happy and reduce turnover.

However, for some organizations having ‘satisfied’ employees maybe something they might be better off without.

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Avoid Complacency

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Job Satisfaction, i.e. Engagement is the extent to which employees feel passionate about their jobs.

They are committed to the organization and put discretionary effort into their work.

Companies need to recognize the difference between wanted and unwanted turnover.

Employees who are not adding value or motivated to do more can be considered healthy turnover.

It provides opportunities for a new perspective and new energy to be brought in.

By contrast unhealthy turnover occurs when talented employees they want to keep are lost.

Talented and motivated employees expect more from companies.

For them, job satisfaction includes a different and specific set of criteria.

They want to be able to identify the principal elements of fulfillment, empowerment and engagement.

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Job Satisfaction:

They want to be fulfilled; they have a need to value their every day work activities.

They need to have a sense of accomplishment and or pleasure from the work itself.

They need to know that their contribution is critical to the companies success.

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Satisfaction with Relationships:

They need to value the relationships they have on the job to be fulfilled.

They want to like and enjoy working with their co-workers.

When conflicts arise they want to be assured that these differences are strictly task related; not personal.

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Satisfaction with the Leadership:

If they do not think they are being managed or led effectively, it jeopardizes any sense of fulfillment.

The actions and quality of the management plays a huge role in job satisfaction.

The old adage ‘leading by example’ is constantly being observed.

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Knowing that others are satisfied in their work:

An open expression of fulfillment by others in their work is a key element to their expectations.

It’s a powerful motivator and creates a culture of full engagement.

It provides direct evidence of the effectiveness of the management and leadership.

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Knowing that others are satisfied with the Management and Leadership:

Fulfillment is jeopardized if there is not an open expression of trust and support for the leadership.

When that open expression of trust and support is present they feel fully empowered.

They are willing to be fully engaged and committed to the organization.

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My work is a game; a very serious game. M.C. Escher