Employee satisfaction or job satisfaction is one of the key goals of all HR personnel. A satisfied employee is not just a retained employee but an ambassador for the brand, internally and externally. She can help dispel the apprehensions of others and can defend the company in various fora. Happy employees are more loyal to the company and its objectives, they go the extra mile to achieve goals and take pride in their jobs, their teams and their achievements.
The majority of organizations view job satisfaction as dependent on 2 things – salary and ‘recreational activities’. While employees do make an impression based on these parameters, they cannot form the basis of employee engagement. What matters is how HR understands the needs of its employees and what it does to bring a match between employee needs and company goals.
Employee satisfaction needs to be treated with both short and long-term visions. In the short term, it is directly linked to attrition and employee-organization match. It is important that people perceive the company in a positive light in their early days of employment; else it would not take long for them to look for a change. In the long term, it is more damaging when an employee is not satisfied but continues to work with an organization due to other reasons. The employee starts to look for reasons to dislike the company more. For example, if a bad appraisal is the core reason behind her disappointment, the employee might then perceive that there is favouritism or that the company does not treat her as a valuable asset. Such impressions corrode the value an employee places on the company and this gets projected extrinsically, often among an audience with whom the equity of the organization gets affected.
At Tabison we help you develop a well thought evaluation to assess the employees’ satisfaction and growth needs.
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