Employee Satisfaction: The 9 metrics you need to know New

Measuring customers’ satisfaction has long been an important metric for businesses looking to retain customers. However, the success of an organisation depends upon how it keeps its employees motivated. How do you deliver a great customer experience with demotivated staff?

Keeping employees engaged at work has become more challenging since the pandemic changed all the rules for everyone. Phrases like “hybrid working” and “great resignation” highlight the changing dynamic of work as we move to a post-Covid economy.

We look at the metrics to consider what motivates your employees and what must be present to ensure that they stay. Broadly they can be divided into two categories: Satisfiers and Disatisfiers.  Satisfiers are things that make the job worth doing, which if there will motivate your employees to do their best work, and if not, then the job becomes just a job. Then there are Dissatisfiers, elements of the job that, if not present, will demotivate employees. If the dissatisfiers are dealt with it won’t necessarily motivate them to work harder.

Let’s start with things that dissatisfy employees, otherwise known as ‘hygiene factors’ or ‘pay & conditions.’

1. Pay

If you’re paying below market rate, your employees will go elsewhere and do the same job for more money. A way to enhance your company’s pay is to utilise employee benefits. Take our £80 challenge → to see how pay plus benefits improve your Employee Value Proposition alternatively, read more about your company’s EVP here →

2. Job Security

Since the pandemic started job security has become the second most important factor with 62% of respondents saying it was a factor when considering their current job. If your company has a high turnover of staff or creates an environment where other employees feel that their position is under threat, then that is a factor they take into account when evaluating their job.

Read The great resignation fact or fiction for more detail

3. Working Conditions

The environment in which people work has a tremendous effect on their level of pride in themselves and for the work they are doing. Is your work environment clean? Are the facilities up to date, or are you making do until it breaks? These factors may not make a difference to senior management however they can make the difference between an employee staying where they are and moving to another job.

4. Supervision

Employees that perceive their line manager as unfair or favour some colleagues over others can breed dissatisfaction that ultimately leads to demotivation.

5. Management Policies

Management can be a great source of frustration for employees. Whilst management isn’t an exact science, how do your company policies compare with other companies in your field? And, maybe more importantly, do your employees think they make the job easier or harder?

Satisfied employees tend to be more productive, creative and committed to their employers. Studies show a direct correlation between staff satisfaction and customer satisfaction. To increase motivation, here’s what to focus on:

6. Working Conditions

The environment in which people work has a tremendous effect on their level of pride in themselves and for the work they are doing. Clearly, if you’re taking pride in your work, you’re engaged, motivated and more likely to do a better job.

7. Recognition

We all want to know we’re appreciated. Individuals at all levels of the organisation want to be recognised for their achievements on the job. Their successes don’t have to be monumental before they deserve recognition, but your praise should be sincere.

8. Responsibilities

Employees will be more motivated to do their jobs well if they have ownership of their work. Find ways to add challenging and meaningful work, perhaps giving the employee greater freedom and authority as well.

9. Personal growth or achievement

Clearly, someone who can make a difference in your organisation is going to be ambitious! Having a clear pathway to greater authority and pay is both a great intrinsic and extrinsic motivator. If a promotion isn’t available then giving added responsibilities is a way to recognise a colleague’s contribution and to keep them engaged.

Incorporating My Staff Shop’s Reward and Recognition platform into your staff management tool is an easy way to increase your employees’ motivation.

For example, Fanmail makes it easier for managers and peers to recognise an employee’s work achievements and our discount platform with over 2,000 brands is guaranteed to make salaries go further.

Discover more about My Staff Shop’s Reward & Recognition offer here or for a free demonstration, please get in touch now.“