The Importance of Employee Satisfaction and Well-being at Work
Why it's important to measure employee satisfaction and well-being?
Productivity, growth and the work results are all closely related to employee well-being. It has been proven that an employee who is satisfied and who feels that the company cares about him, shows higher efficiency and achievement. Keeping track of the climate in the workplace is important to ensure well-being, and one way to do this is by creating employee satisfaction surveys or by establishing other forms of feedback.
Also the image of the company is formed not only by the reviews of customers and partners, but also by the evaluation of employees. Their personal experience is very important for the growth of the company and the improvement of working conditions. In order to achieve the highest possible level of employee work motivation and thus loyalty to the company, first of all, the present situation must be identified to determine what changes are needed. And employee satisfaction measurements serve this purpose. Measuring employee satisfaction helps identify factors that reduce motivation to work with the highest return. However, it should be noted:
- When preparing to measure employee satisfaction, it is important to make employees feel safe and truly believe that the survey data will be completely anonymous and confidential;
- In order for the employee satisfaction survey to be effective, you need to know how to work with the obtained data afterward.
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The criteria for the evaluation of the employee well-being
There are some very important criteria to be taken into account when creating employee surveys:
- Organizational leadership and planning – does the employee understand the organization’s goals and strategy, does the employee feel the role of a leader in the company.
- Growth and career opportunities in the organization – does the employee see his own growth in the company, how responsive is the company toa further growth and
- Organizational culture and internal communication – is the overallcommunication and teamwork good enough?
- The employee’s role in the organization – whether the employee is satisfied with the work he is doing or whether the employee feels comfortable.
- Work environment – is there a positive work environment, working conditions (comfortable office, sufficient lighting, technical support, )
- The employee’s relationship with the direct manager – is there clear communication between the employee and the direct manager.
- Values – does the employee understand the organization’s valuesand can identify or align with them.
- Compensation and additional bonuses – whether the employee is satisfied with additional opportunitiesprovided by the company.
Ensure a meaningful and trustworthy process for employee engagement
When preparing to measure employee satisfaction, the most important thing is to gain trust and ensure employees know that the survey data will be completely anonymous and confidential. There is no point to cherish illusions that it will be possible to find out the real picture and gain honest answers if the employees have even the slightest doubt that the management will not know how everyone has filled out the questionnaire. Honest answers are unlikely to be given in such a case.
It is essential to involve everyone making sure that as many employees as possible participate in the survey or other type of evaluation process. It is probably better if the measurement is entrusted to a third party – for example, an HR consulting company. There are also limits, starting with how many employees can let a manager know what his employees think of him. Specialists believe that information about peoples’ opinions can be conveyed if there are no less than 4-5 subordinates. Otherwise, it is risky, as the person expressing the opinion may be exposed, thereby losing confidence in the evaluation procedure as a whole.
Work with data to analyze the situation
In order for the employee satisfaction survey not to be a wasted effort, it is necessary to know how to work with the obtained data correctly. After the feedback has been gathered, HR or the management should not hold it’s head in horror or ignore some of the most prevalent issues, pretending that nothing has happened, but rather make informed decisions and conclusions to later update the employees about the overall level of satisfaction, discuss the things that should be improved in each structural unit, draw up a specific plan and, as a result, follow administrative decisions, which are aimed at improving the situation.
Employee feedback is essential for creating a positive and productive work environment using the data correctly to understand employee experience at company and identify areas for improvement. There is no point in subjecting employees to make an effort taking a part in such a survey if the results are not used correctly. An employee satisfaction survey helps identify factors that reduce motivation to work with the highest return. Sometimes even a conversation with an employee is often sufficient in a small company. However in a larger companies, where there are several managers of structural units, it will be difficult to compare the results of negotiations and agree on priorities without appropriate data.
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The employee well-being matters both for the employers and employees
The amount of available research and publications on well-being has also increased significantly in recent years, and all of them emphasize an important positive correlation between employee satisfaction with their workplace and their productivity – higher satisfaction and engagement at work are associated with higher company profitability. It helps us to better understand what is working well and what needs to be improved to make our culture stronger and more collaborative, and to make our work day and environment more enjoyable for employees.
Just as important as conducting the survey and collecting opinions is working with the survey results. It is essential that the results of the survey are also discussed within the the organisation and stakeholders that are in charge of employee satisfaction and well-being. It is also important to organize regular discussions that help promote employee involvement in generating ideas and planning, thus creating a work environment that is in line with the organization’s goals.
Employee satisfaction and well-being are crucial for both employees and employers. Employee well-being is influenced by a variety of factors, both inside and outside of the workplace. When employees feel good and are satisfied with their work, they tend to be more engaged, productive, and content in their jobs. This ultimately translates to benefits for both the employee and the employer. And we have listed some of the most obvious reasons why as benefits:
Benefits for Employees:
Increased happiness and motivation: Satisfied employees feel valued by their company, leading to greater enjoyment of their work and a desire to excel.
Reduced stress and improved health: A positive work environment can lower stress levels and contribute to better overall physical and mental health.
Better work-life balance: When employees feel fulfilled at work, they’re more likely to be able to switch off and enjoy their personal lives.
Opportunities for advancement: Providing clear paths for promotion and skill development shows employees their career growth is valued, leading to greater satisfaction.
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Benefits for Employers:
Higher productivity and performance: Satisfied employees are more engaged and productive, leading to better quality work and higher output.
Lower absenteeism and turnover: Happy employees are less likely to miss work or seek employment elsewhere, reducing costs associated with recruitment and training.
Enhanced creativity and innovation: A positive and supportive work environment fosters creative thinking and problem-solving, leading to new ideas and innovation.
Improved customer satisfaction: Engaged and happy employees provide better customer service, leading to higher customer satisfaction and loyalty.
Prioritizing employee satisfaction and well-being creates a win-win situation for both employees and employers. By investing in employee well-being initiatives, companies can create a happier, healthier and more productive workforce.
The bottom line
The well-being of employees has become more and more important in recent years, which has been largely facilitated by changes in public opinion – potential employees, especially representatives of the younger generations, currently evaluate companies not only by the offered salary, stability and growth opportunities, but also take into account the employer’s care for the employee including emotional well-being, work-life balance and feedback.
Solution-oriented development of the company and a culture of continuous improvement can be ensured by the long-term work including the employee feedback results involving all of the company’s employees. The critical success factor in employee engagement is the continuous process of communication about the necessary upgrades and improvements, implementing changes and linking them to the results of the employee engagement surveys or feedback.
Therefore we can agree that one of the best work practices and business goals is employee-driven excellence. This can only be achieved with an engaged team of employees, which is why employee engagement and satisfaction levels as well as well-being studies are essential tools in fostering a culture of continuous improvement and are the key to business productivity in any company.
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