The battle for the best candidates is greater than ever before. And once you have found that one competent employee, how do you make sure that they will stick around? In this blog post you will read all about measuring and improving employee satisfaction. And about the difference between satisfaction and engagement.

Satisfied employees are more productive

It has been scientifically proven that satisfied employees perform better. They are more productive and creative and are better resistant against stress. They are sick less often and just a little more motivated than colleagues who are less satisfied. Moreover, satisfied employees have more confidence, allowing them to reach more targets, are more hospitable and more focused on quality. As an organization this means: better results and a positive company atmosphere.

Impact of satisfied employees on customers

No matter how smooth the online ordering process went, when the person delivering the package is rude to the customer, this will ruin the entire experience of the customer with your company. Employees who are satisfied are not only more productive and creative, but also more hospitable and they treat your customers better. This in turn ensures for higher customer satisfaction!

The difference between employee satisfaction and employee engagement

A satisfied employee is not necessarily engaged. So what is the difference between employee satisfaction and employee engagement? Satisfaction is about the contents of work activities, the working conditions and things such as salary and other secondary employment conditions. An engaged employee is more emotionally involved with the company or the organization, gets more satisfaction from their work activities and delivers better results. However, an engaged employee does not necessarily need to be satisfied.

To create engaged employees, secondary conditions such as a good salary, pension and bonuses are not sufficient. Self-development and contributing to company goals, that is what gives employees energy and makes them loyal to a company.

Do you want to read more about employee engagement? Download our e-book 'Measuring and improving Employee Engagement'.

How to measure employee satisfaction

There are various ways to measure employee satisfaction. One of these is through a 'traditional' employee satisfaction questionnaire, allowing you to find out what you are doing right as an organization, and what any points of improvement are. Below we will give you 5 tips for measuring employee satisfaction.

5 tips for your employee satisfaction questionnaire

  1. Keep it short and simple! Ensure for a short questionnaire. Long questionnaires scare people off and have a lower response rate.
  2. Do not forget to look into the cause. Why are employees not feeling well, what is going on? A score has little use without context and explanation.
  3. Let go of hard factors such as salary and extras; in the long term, they do not necessarily have a positive influence on employee satisfaction.
  4. Do not try to reinvent the wheel. Save time by opting for a proven method and standard program.
  5. Share insights with the organization and ensure that it is clear at a glance and in real-time on what points your organization scores well and what the points of improvement are.

Employee satisfaction survey

To find out whether employees are satisfied, there are more options than the 'standard' questionnaire that is sent out once or twice per year. Especially when it concerns finding out about engagement, which is hard to measure.

One method is the Employee Energy Pulse, which measures the energy level. If you feel completely 'drained' after a long and boring day of work, this is not a good sign. But when you love your work and you feel energetic at the end of the day, this will provide a good feeling. The energy level of your employees says a lot about the engagement within your organization.

Want to know more about the Employee Energy Pulse? Download the whitepaper.

Another method is the Experience Culture Scan, allowing you to find out what employees think of your organizational culture. You can read more about organizational culture in the next blog post. 

Improving employee satisfaction

If you are seeking to improve employee satisfaction, annual or bi-annual questionnaires will not do the trick. It is important to setup your organization in such a way that you will have continuous insight into employee satisfaction, allowing you to implement improvements on three levels: strategic, tactical and operational.

Strategic

Ensure that the results of the questionnaire are always on the agenda, not just once a year, but with every management meeting.

Tactical

Discover trends in your organization and implement improvements that have a direct influence in each layer of the organization and at specific departments. Supervise managers and departments when you do this.

Operational

Ensure that employees become engaged with their own development and provide them with what they need to increase their satisfaction.

Moreover, when you want to improve employee satisfaction, it is important to activate the organization by providing stakeholders with access to the insights that are relevant to them at any time. In addition, you should ensure that the reports are always up to date with the latest information.

Conclusion

Measuring and improving employee satisfaction is not an easy task. In this blog post, you were able to learn about the available options and what the conditions are for improving satisfaction. Next week, we will discuss the culture of your organization.

With CYS, you will be able to collect continuous and automatic feedback from employees, so that you gain insight into the satisfaction of employees and what gives them energy. Want to know more? Download our e-book below. 

import_contacts E-book

Download 'Measuring and improving Employee Engagement'

Are employees feeling comfortable? Are they going to work every day full of energy? This e-book gives you insights and guidelines to improve employee engagement in a customer-focused organization.

Download free e-book

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