Employee satisfaction is a measure of how happy employees are with their job and working environment. Keeping morale high among employees can be of tremendous benefit to any company as happy workers will be more likely to produce more, take fewer days off and stay loyal to the company. There are many factors that affect the improvement of employee satisfaction, which, wise employers would do well to implement suitable strategies. Many companies will have mandatory surveys or face-to-face meetings with their employees to get information about their satisfaction level.
The rising turnout of the employees, a state of employee’s lackluster loyalty and a job-hopping tendency are the bottlenecks in the growth of any company. HR management will be always in a dilemma as to how to reduce the attrition rate and this is a top priority in the list of their agendas related to the formulation of HR policies. It is imperative to improve the level of employee satisfaction as no employee likes to get pinched when their employees leave the organization, and particularly when they join competitors. By continuous monitoring, HR management can find out the loyalty factor in employees which is directly connected to their satisfaction level, and by any chance, if they are not satisfied, they need to scrutinize the reasons thereof. is to be taken up seriously.. Employee loyalty and employee satisfaction are the most profound factors in any organization.
It is seen that a business progress and tenure of employees’ services are directly related with each other, but the employee loyalty mostly remains unchanged. Once an employee becomes loyal, he will show his loyalty throughout the tenure of his service with the organization. How the loyalty factor is scrutinized in-depth? If this situation is analyzed on the basis of employee’s productivity, length of his services, his overall performance and the attitudinal pattern of his behavior, the probable attrition rate can be predicted and depending on the scenario, corrective actions can be taken well before the employees leave the organization.
Another poignant situation seen in the organization is that an employee remains frequently absent from his duties when he is not that much loyal or disloyal to the firm. He transgresses the rules of the company and stays cynical in his behavior. His work style shows a lack of commitment.
When it comes to job satisfaction, it is very essential and significant to measure attitudinal behavior and not only the performance factor of employees. HR management is to have a strict vigil on the reactions and conduct of their employees. This is by far the easiest way to explore enthusiasm level among employees. Let us take a pragmatic view on this proposition. Assume that you are a departmental head, and after your periodical visit of the department, you find that your employees are fully involved in their jobs and when you interact with them, you notice that some are charged, some are extraordinarily energized and alert about maintaining deadline and there are others who are in the mood of sauntering or inactive. From your above observations, you can assess the level of dissatisfaction of some of the employees which makes them inactive and you can also make out the reasons behind such attitudinal behavior of them. At the same time, you have also to find out the level of loyalty among the people who are charged and capable to deliver the output. This is very much important because it is not necessary that good players are always loyal to the organization. Sometimes, the less effective performers are seen to be very loyal. In that case, they need to be trained adequately to increase their performance.
Right action to enhance employee satisfaction:
The best ways to maintain employee satisfaction is to make employees feel like part of a family or team. Holding office events, such as parties or group outings, HR can help to build-up close bonding among them. The ex-gratia payment and bonus, and other monetary benefits can increase employee satisfaction and should be given when possible. Yet money cannot solve all moral issues and if a company cannot improve their overall working environment, a bonus or ex-gratia payment will be quickly forgotten. Further, the employees may be satisfied with the office environment, and easily get along with their colleagues but such employees may not be necessarily loyal. On the contrary, loyal employees may not have job satisfaction or may not freely mix up with their colleagues.
But, it is fact that a higher degree of job satisfaction brings desolation to employees and a high satisfaction level leads to enhancement of loyalty. This loyalty factor develops a psychological and emotional attachment of employees towards the company. The main purpose to find out the reason of manpower attrition is to plug the loopholes and to enhance contentment level among employees. The procedure is very easy to say than done. A manager or a supervisor has to tacitly find out the reasons of disloyalty among the employees and pinpoint the root-cause thereof whether it is a disparity in remuneration package or a tremendous work pressure or a vulnerable game played against him to blame him for different issues or an uncongenial working condition or an unnecessary harassment. Such analysis will make the manager aware of the causes behind a particular employee’s, exit. By chalking out an appropriate remedial action on the above line of action, attrition can be minimized to fewer level or avoided to the extent possible. This type of analysis and corrective measures are very essential from the strategic point of view for enhancement of employee satisfaction which is an important factor for any top management in an organization.