Staff Satisfaction

Staff satisfaction tips and advice.

One of the ways of measuring a company’s success is not only the businesses profit  but the satisfaction of its employees. It is in putting premiums on its staff, a company inspires excellence and decreases staff turn over and increases profits. It is important for business managers and owners to implement and foster employee satisfaction in a business  as this is a key feature in building the success of a business. Although it takes time and a lot of patience, nevertheless, investing in systems will result in your employees contributing more to their jobs.
Staff satisfaction improves relationships with the employers and fosters camaraderie between co-employees and helps build enthusiastic, energized, and determined workforce employees. 
Company management must be ready to fulfill its obligation to its staff. Employee management skills are needed to meet this end. The managers  of the business must be able to create tangible programs in order to ensure a credible employee-management relationship with the management based on trust and support. When that trust and support is present between the management and staff, it help create an environment where people feel empowered to optimize their capacity and ability. Management must also be willing to extend moral support, and foster autonomy and independence in the workplace as most employees dislike being watched, controlled and micromanaged.

Measuring Staff Satisfaction.

One of the most vital strategies for measuring employee satisfaction is to use the employee satisfaction survey. This method is applied to know whether employees are happy, feeling appreciated at work and are contributing their thoughts and ideas.

The survey also helps determine how employee-centered the company is. This is usually done anonymously and conducted periodically to gauge employees’ satisfaction in certain aspects of managerial and employee matters. Many employers find this survey useful to get ideas on how to improve relationships between the employers and employees and in many ways job-related advancements. Some of the things important to employee satisfaction included the following:  job security, Being able to contribute ideas, benefits (especially health care) with the importance of retirement, compensation/pay, opportunities to use skills and abilities, supportive work environment and feeling safe in the work environment.


But here’s the rub. New trends, in employee satisfaction survey redefines the meaning of employee satisfaction. The parameters are extended in such a way that “employee satisfaction could not be adequately associated with high performance" and that “fulfillment satisfaction” is the new order of the day.

Consider these findings:

Employee satisfaction means different things to different people. While it is naturally believed that employee satisfaction is necessary for high performance, studies in the past have not supported this belief. Several years ago, Wilson Learning Worldwide began asking why, and concluded that the problem was in the definition of satisfaction.

The dictionary defines satisfaction as “gratification of an appetite and pleasure.” In general, people most often associate satisfaction with happiness and comfort. It is likely that in most of the previous studies, people responded to the question “Are you satisfied?” by interpreting the question as “Are you comfortable in your work? Do you feel secure and content?” While this may not have been the intent of the question, this understanding of the question does suggest why organizational performance has not been linked statistically to employee satisfaction. Here, they often associate high performance with contentment, security, and comfort.

However, they do tend to associate high performance with enjoyment of the work, fulfillment in accomplishment, and effective work relationships. Therefore, the researchers at Wilson Learning Worldwide decided to explore a new definition of satisfaction, one that taps the elements of fulfillment, empowerment, and engagement. In the process, they have identified a powerful tool for creating a high-performance, high-fulfillment work environment.

This is called “Fulfillment Satisfaction” (or, just “fulfillment”) to differentiate it from the traditional definition of satisfaction (that is, satisfaction as being comfortable).

If you can identify and measure a more meaningful definition of satisfaction, you will find a closer causal relationship to organizational performance. The principal elements of fulfillment, empowerment, and engagement are the following. 


• Satisfaction with the job: To be fulfilled, people need to value their day-to-day work activities. People need to have a sense of accomplishment or pleasure from the work itself.
• Satisfaction with relationships: People also need to value the relationships they have on the job to be fulfilled. People want to like working with their coworkers. While people know that conflicts will arise, they want to be assured that the focus is not on the interpersonal differences, but the task differences.

• Satisfaction with leadership: If people do not think that they are being managed or led effectively, it is hard to have fulfillment in the workplace. In situations like this employees do not contribute ideas as often and they put less effort into their jobs.

• Knowing that others are satisfied with their work: This is one of the key motivators. Everyone likes to feel appreciated. So show appreciation and acknowledge your employees work. You can award prizes etc  In today’s work environment, few objectives are met solely through one individual’s efforts. In addition, as people work together in group settings, they are likely to influence each other’s attitudes and beliefs. Because of the roles that teamwork and joint effort play in organizational success today, tapping into these elements is important. One might feel personally satisfied, but not feel appreciated from others. As a result, the overall sense of fulfillment that the employee feels will be diminished.

• Knowing that others are satisfied with the organization’s leadership:  Open trust and support from leadership is important. When that open trust and support is present, it helps create an environment where people feel empowered and willing to give their full.


Staff Satisfaction Tips.

1. Employ happy, go getter employees. Do not poison the work environment by employing negative employees. Also employ staff how have a high level of emotional intelligence.

2. Provide open and honest leadership

3. Show support, appreciation and keep criticism to a minimum.

4. Thank staff for the work they do.

Under contruction

So to get the most out of employees it is important to have high fulfillment satisfaction levels in your staff. This will improve the businesses profits and lead to a better workplace for all.