12-09-2017, 10:57 AM
In terms of human resources, employee satisfaction means that employees are happy with their job and position. To be satisfied, they probably enjoy their work a lot, feel that management is fair and caring, and feel comfortable in their work environment - both with other employees and with the resources they have available to complete their jobs.
It is closely linked with employee turnover, as unhappy employees are more likely to seek positions elsewhere. It is costly to replace employees, so many HR departments have the goal of keeping employee satisfaction to a high level, so that turnover remains low.
Employee satisfaction can be measured in two ways: indirectly, by observing trends in employee turnover; and directly, by asking employees about their level of satisfaction through surveys, interviews, and focus groups.
In indirect measurement, management observes the trends of employees leaving the organization, and assumes that satisfaction levels are adequate when turnover levels are below or below industry standards. They can also explore to see specific departments or functions with above-average or above-average sales volume and apply direct measurement measures in those areas to determine the causes of increased separations.
Direct measurement methods involve asking employees about their level of satisfaction. For example, an anonymous survey could be mailed or emailed to all employees asking for their level of satisfaction with different aspects of their work. Interviews and focus groups can also be conducted, where employees are interviewed in person.
Surveys and interviews can be conducted by company staff or external consultants can be brought in so that employees feel more free to share their opinions, knowing that the information will remain anonymous when presented to management.
Questions may include:
• Are they satisfied with their specific jobs and tasks?
• Do you feel that you have the support and resources you need to do your best job?
• Does the address provide the appropriate address?
• Do you think compensation, benefits and working conditions are adequate?
• Are you considering leaving the company?
It is closely linked with employee turnover, as unhappy employees are more likely to seek positions elsewhere. It is costly to replace employees, so many HR departments have the goal of keeping employee satisfaction to a high level, so that turnover remains low.
Employee satisfaction can be measured in two ways: indirectly, by observing trends in employee turnover; and directly, by asking employees about their level of satisfaction through surveys, interviews, and focus groups.
In indirect measurement, management observes the trends of employees leaving the organization, and assumes that satisfaction levels are adequate when turnover levels are below or below industry standards. They can also explore to see specific departments or functions with above-average or above-average sales volume and apply direct measurement measures in those areas to determine the causes of increased separations.
Direct measurement methods involve asking employees about their level of satisfaction. For example, an anonymous survey could be mailed or emailed to all employees asking for their level of satisfaction with different aspects of their work. Interviews and focus groups can also be conducted, where employees are interviewed in person.
Surveys and interviews can be conducted by company staff or external consultants can be brought in so that employees feel more free to share their opinions, knowing that the information will remain anonymous when presented to management.
Questions may include:
• Are they satisfied with their specific jobs and tasks?
• Do you feel that you have the support and resources you need to do your best job?
• Does the address provide the appropriate address?
• Do you think compensation, benefits and working conditions are adequate?
• Are you considering leaving the company?