It’s a well-known fact that satisfied employees tend to be happier, more engaged, and productive. In that context, it should be obvious that companies would invest more effort and resources to build a structure that checks employee satisfaction.
The words “employee satisfaction” sound like another technical, corporate function when it’s just checking in on whether employees are happy with their work and work environment or not. That’s it, and it’s rather easy. We’ve added a list of platforms where you can conduct employee engagement surveys and which form of surveying would be best for your organization.
The go-to tactic to achieve employee gratification is through rewards and recognition. Although it’s a good approach to motivate employees, it’s not the only one. There are a lot of things that employers can do to make sure whether or not employees of all levels in the organization are satisfied. But being the most common form of acknowledgment in a corporate set-up, let’s talk about awards first:
Rewards & Recognition
The ultimate purpose of giving awards is to make the hardest workers feel recognized while their work is lauded. Most companies recognize their employees by handing out trophies for achievements like making the most sales, retaining the most clients, among other things. Some companies even recognize the work and efforts of the best performing or promising newcomers.
Also, there are no rules for which awards you can or cannot give out, so don’t shy away from giving prizes that are just for fun. Read on for a list of fun awards you can give next time.
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Fine Tune Company Culture
There’s a famous saying that goes, “you can’t please everyone.” Well, in HR, that’s sort of the job. The workplace has to be inviting, inclusive, relaxing, and so many other things because people perform best when they’re in a peaceful state of mind. The company culture is the mission statement for achieving that workplace environment.
Ask your employees individually how much they enjoy the company’s work culture or what parts of the company culture they do not like. You obviously will not be able to implement all the changes that everyone suggests. Still, you’ll gain a clear perspective of what the employees want and can allocate the organization’s resources accordingly. So I guess you can’t, in fact, please everyone.
Also, don’t be afraid to ask inputs from employees directly for expanding the company culture. For instance, your organization can offer paid volunteering days, or gift cards and prizes for of-hours volunteer work.
Create Value, Not Price
Typically, the most important factor for picking one job over the other is compensation and remuneration. The pay you offer an employee is what usually gets them thinking. If employees work simply for the cheque, their work ethic and productivity significantly drop, but if employees are constantly reminded about how much the organization values them, they’ll be much more committed.
Not only will such employees work better and whole-heartedly, but when looking at offers, they’ll see more than just their pay and look for how much value does the new job and organization offer.
When conducting one’s employee satisfaction surveys (ESS), one should always keep in mind to ask the employees directly about whether they feel valued or not. Having a direct, frank conversation will reassure employees about the organization’s intent for the well-being of their employees.
How to Take Employee Satisfaction Surveys
Should your company’s ESS be face to face or anonymous? Should the survey be in questionnaire form, verbal, or written? Should you hire 3rd party agencies or are there online tools for the surveys?
A lot of those answers depend on the nature of your organisation. For instance, for a big organisation an anonymous ESS would be better while small set yups can have a face-to-face interaction.
Some areas are a must that you should cover in your survey and would be in almost all ESS templates such as: salary, benefits, frequency of bonuses, etc. Following are some details that must also be inquired and is often left out:
- Does the management involve you while taking leadership related decisions?
- If something unusual comes up, do you know who to go for a solution?
- Is your team an inspiration for you to do your best at the job?
- Do you believe that there is an opportunity for individual career growth and development within the company?
- Does your team provide you support at work whenever needed?
Google’s HR division, People Operations, launched Project Oxygen to check the effectivity of managers and whether managers were even required. The results were blinding. They reflected that effective managers are the driving force of increased productivity and satisfaction. Project Oxygen moved onto creating a process to identify the optimal managers. So, not only is satisfaction crucial, it can change the organisational approach to how they see their employees.
You can use the following employee engagement platforms if you want to conduct and act on employee surveys online:
To Sum Up
Ultimately, you want your company to grow along with employees, while employees want to grow along with the company. Therefore, a collaborative and coordinated way to grow is the only way both the goals can be achieved. That being said, everyone has their personal goals, but since we’re all (most of us anyway) civilized people, we can be clear about our objectives and be frank about what we plan to do.
Employee satisfaction reviews will help you streamline your efforts and keep track of which initiatives are most effective.
Fun Prizes & Awards
1. The Tabela Award
You can’t sugarcoat this award. It’s for that one coworker whose desk is always untidy, and probably has creatures living on it. They’re not exactly filthy, let’s say they’re a little disorganized.
2. Mr. and Ms. Harpic
This award is the bang opposite. This goes to the cleanest people in the room. Their desks are clean, they never borrow mugs or glasses, and they will always bring their own bottles.
3. The Singing Award
We all have that one coworker who will out of the blue start singing. Well, this one’s for you, my friends.
4. Chatty Chaman
The one colleague who just won’t stop talking, and although they’re not annoying, they end up distracting you and rolling you in, and now you’re talking about Manoj Bajpai’s performance in Gangs of Wasseypur. Here’s to you, Chatty Chatterson.
5. Acha Khao, Acha Khilao
Here’s an ode to the one looking after us all and making sure we always have something to snack on. They have the best recommendations when the group is going out or ordering in, and they deserve due credit.