More than 85 percent of workers in North America and Europe say they’re satisfied with their jobs. Employee engagement, pay and respect are crucial factors for keeping folks content.
Savvy employers understand that satisfied staffers contribute to business growth. After all, adults spend a majority of their time at work. Enthusiasm is essential.
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According to a global report from Gallup, full- and part-time employees feel that being in a “stable employment relationship … provides a sense of purpose and belonging, social relations, social status and a daily structure and routine.” The result? People feel upbeat and positive on a day-to-day basis.
An engaged employee is defined as someone who is “deeply involved and invested in their work.”
Engagement is crucial to job satisfaction, says the Society for Human Resource Management (SHRM). Research found “an employee engagement index of 3.9 indicates a moderately engaged workforce.”
SHRM’s assessment includes 44 aspects of job satisfaction, 38 of which are directly related to employee engagement. They include:
- Career development
- Relationship with management
- Compensation and benefits
- Work environment
- Engagement behaviors
The research concludes: “Although job satisfaction and employee engagement levels are relatively high, two out of five employees (40 percent) expressed, to some degree, the possibility of seeking employment outside their organization within the next year.” The reason? Compensation and the distribution frequency of bonuses and raises.
The Global Happiness Policy Report 2018 supports SHRM’s research—and Gallup’s as well. “Good jobs are central parts of happy lives. Many examples show that increasing staff engagement increases job satisfaction and reduces costly job turnover.”
A recent survey from Korn Ferry, a global organizational consulting firm, said most professionals aren’t happy with a “passionless job.” Nearly 35 percent of respondents said being bored or in need of a challenge is their top reason for looking for a new job. The poll also found that 24 percent of people said that their organization’s culture doesn’t align with their personal beliefs.
One way to increase job satisfaction is through a new trend called outcome-based cultures. “They concentrate on what people achieve—the outcome—not necessarily how they achieve it,” says Gallup. Employees use methods that emanate from their talents. “OBC leaders must know what those capacities are so they can determine fit to role.”
Simpler things—such as perks—drive employee satisfaction, too. A coveted parking space, on-site oil changes and car washes and occasional lunches paid for by the employer can go a long way, says AccessPerks.com.