Managing Job Satisfaction – Case Study

We surveyed over 15,000, largely white collar, employees nationwide from all levels of participating organizations. 20% were managers/supervisors; 91% worked full-time; average age was 33; there was an even proportion of males and females.

Related Employee Surveys

Employee Satisfaction Survey – A properly designed and executed employee satisfaction survey will provide upper management with the necessary information to implement strategies to improve job satisfaction, productivity, and loyalty.

View all Employee Surveys by NBRI.

As part of a larger project whose goal was to create an employee-driven, survey-improvement process [our CIPĀ® process], NBRI identified six factors that influenced job satisfaction. When these six factors were high, job satisfaction was high. When the six factors were low, job satisfaction was low. These factors are similar to what we have found in other organizations.

Opportunity

Employee survey studies show that employees are more satisfied when they have challenging opportunities at work. This includes chances to participate in interesting projects, jobs with a satisfying degree of challenge, and opportunities for increased responsibility. Important: this is not simply “promotional opportunity.” As organizations have become flatter, promotions can be rare. People have found challenge through projects, team leadership, special assignments – as well as promotions.

Actions:

It may be possible to create job titles that demonstrate increasing levels of expertise which are not limited by availability of positions. They simply demonstrate achievement.

Stress

When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if they interfere with employees’ personal lives or are a continuing source of worry or concern.

Actions:

Leadership

Data from employee satisfaction surveys has shown employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job, striving for excellence, or just taking action.

Actions:

Work Standards

Again, our NBRI employee survey data points out that employees are more satisfied when their entire workgroup takes pride in the quality of its work.

Actions:

Trap: Be cautious of slick, “packaged” campaigns that are perceived as superficial and patronizing.

Fair Rewards

Employees are more satisfied when they feel they are rewarded fairly for the work they do. Consider employee responsibilities, the effort they have put forth, the work they have done well, and the demands of their jobs.

Actions:

As an added benefit, employees who are rewarded fairly, experience less stress.

Adequate Authority

Employees are more satisfied when they have adequate freedom and authority to do their jobs.

Actions:

When reasonable:

Managing Job Satisfaction – Page 1