Helping employees

increase jobsatisfaction

only 30% of people were engaged with their jobs.

The other 70% were either not engaged or actively disengaged.

An increasing trend in the workplace is job dissatisfaction.

According to the 2013 Gallup report: State of the American Workplace

According to the Talent Trends of 2014 Report, trends of world professionals are:

say they are not looking for a job, but are open to talking to recruiters about career

45%are completely satisfied with their current role and don’t want to move

15%

are not looking, but are chatting with their close personal network about opportunities

15%

are actively looking for opportunities

25%

How can satisfaction in the workplace be fixed?

Both employees and employers can take action to increase their job satisfaction. Commitment

from both sides leads to understanding and improvement in the workplace.

employee employer

Jill Casner-Lotto, vice president of the Work in America Institute

“ “[Support from the top] is critical-senior level management sets the tone, creates the environment in which these initiatives can happen and then provides the resources. But this top-level commitment must be combined with mid-level and front-line managerial support and grassroots employee involvement if it is to be truly successful.

Two types of job satisfaction

Overall job satisfaction is achieved with the combination of the two

Extrinsic job satisfaction:

Employees consider the “conditions of work”

(managers, pay, coworkers, etc.)

Intrinsic job satisfaction:

Employees consider “the kind of work they

do” (daily tasks)

Satisfaction in the workplace also correlates with job expectations.

1. Type of Work2. Security3. Company4. Advancement5. Coworkers6. Pay7. Supervision8. Hours9. Benefits10. Working Conditions

For example, according to “The Career Key”, the top 10 job expectations according to working professionals include:

What employees can do to increase their satisfaction:

1What kind of work do you enjoy? What keeps you focused? How do you know when you’ve made a difference? If you don’t have answers to these questions, it should serve as a starting point. By knowing what you want and what your future goals are, you can tailor your job to those needs. Don’t be afraid to reach out to your supervisor to discuss your goals within the company.

Know yourself and your values.

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2Are you getting out what you put in? Do you feel recognized for your efforts? Sometimes decreased satisfaction comes from components such as pay, employee benefits and work hours. But it goes deeper. You need to feel appreciated by your leaders and the company overall. Try communicating with your supervisor. If it’s not possible, consider finding a company that demonstrates how much it values your work and commitment.

Consider what you receive from your current job

3Every job will have some dissatisfaction, even the best jobs around the nation experiences dissatisfaction. However, know how to take the initiative to create change, if possible.

Be realistic

4 Believe it or not, having negative feelings over the course of time can worsen your stress, mental health, and lead to unemployment. Don’t let a career worsen your overall well-being.

In the same Gallup report, it states that actively disengaged workers are more likely to: “steal from their organizations, negatively influence co-workers, miss workdays and drive customers away.”

Don’t allow dissatisfaction to linger on

Active disengagement cost U.S. companies

$450 billion to $550 billion per year(Gallup Workplace Report, 2013)

$

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5One aspect of employment dissatisfaction includes limited or no advancement from your current position. Again, don’t let this hold you back, talk with a supervisor to see possible career advancement. Putting your efforts for career advancement and future goals can increase your overall satisfaction, as well as benefiting the employer.

Look at career progress and consider possible career/employer change if necessary

What employers can do to increase employee satisfaction:

1If employees know they are making a difference with the work they do, the more satisfied they are coming into the office each day. Personal connection, feedback on how their work is making a difference are all key to creating an engaged environment.

Create a higher calling among employee’s jobs

2Employers need to promote employee growth within the company in order to retain talent at all levels. By helping your employees reach their full potential with coaching, mentoring, and training, employees are given the chance to continually grow and develop new skills.

Set out development plans and training opportunities

3Sudden deadlines can add stress to an employee's work week, so consider having their time spent wisely with quicker conference calls and meetings. Wasting their time with meetings that could have been a simple email leads for less time to finish their tasks. Giving adequate deadlines will not only decrease stress, but help them deliver great work.

Be clear on expectations and time management

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4Create an environment that allows for open dialogue and communication. This builds trust with leaders as well as other team members. Little things like open space for interaction to off site events allows everyone to interact and connect.

Increase communication in the office

5Bottom line, employees want to be appreciated for the difference they make. It’s not hard to understand that great work comes from engaged employees who feel their work is valued. Whether it’s a simple thank you or an award presented in front of their peers, employees will benefit from the recognition of their hard work.

Appreciate day-to-day efforts and the big wins

Greatwork!

O.C. Tanner on employee recognition:

The best employee recognition programs turn moments in the

spotlight into a sense of greater value, personal growth, and commitment.

“ “

Get the latest recognition insights and best practices

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Learn more ways to increase retention and employee engagement here:

O.C. Tanner and The O.C. Tanner Institute

O.C. Tanner helps the world inspire and appreciate great work. Through our innovative cloud-based software, tools, awards, education and research, we provide thought leadership and strategic recognition solutions for thousands of clients globally. Designed to engage talent, increase performance, and drive corporate goals, our solutions create personalized recognition experiences delivered through a smart technology platform.

The O.C. Tanner institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values and sound business principles.

Sources: http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspxhttp://www.entrepreneur.com/article/231693 http://www.entrepreneur.com/article/70060 http://www.careerkey.org/choose-a-career/job-satisfaction.html#.U63PuMZyBBV http://www.careerkey.org/choose-a-career/top-job-expectations.html#.U6ybGY1dWKU http://www.apa.org/monitor/2013/12/job-satisfaction.aspx http://www.inc.com/guides/201105/7-ways-to-improve-employee-satisfaction.html