Understanding Job Satisfaction Results
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Companies should assess their current human resources practices and evaluate how they are treating their own employees. The issue of communication appears to be a large factor as employers do not have a firm grasp of what motivates their employees and creates a higher level of job satisfaction. The areas of advancement opportunities, increased pay/rewards and adequate managers should be addressed by companies. The Job Description and Specification Companies and recruiters should clearly state the exact requirements of the job as well as outline the corporate culture that exists within the organization. Applicants should know exactly to what they are applying and get a strong idea of what the position will entail. Precise details about operating hours, benefits, salary and potential to advance within the company should all be outlined within the posting. This initial impression will ensure the right candidates are applying to the job opening and that these candidates are likely to be satisfied within the listed position and the organization as a whole. It is also important to recognize the applications that do come through. Even candidates that are not chosen for an interview deserve a brief reply, even communicated with an auto responder, specifying that they weren't chosen for an interview. A common grievance listed by job seekers was specified by one applicant who noted of companies, "they lack courtesy. Most companies do not acknowledge the receipt of your resume" [5]. Simple gestures such as a response will create a situation where employees are less likely to view corporations as giant, emotionless companies with little regard for the average person. The Interview When an applicant is interviewed for a position opening, companies do not appear to be doing a good job evaluating what the applicant wants. Companies only focus on what their needs are. While this is an obvious important factor, ignoring the hopes and dreams of the new applicant will result in more jobs being filled with people who may not fit into the organization's culture. This can result in decreased job satisfaction which can lead to higher turnover. Companies should recognize that engaging candidates in the interview process can lead to valuable information beyond the job that needs to be filled. By listening to the candidates, companies can determine whether or not their corporate culture is actually one that is desirable. If an overwhelming majority of candidates appear to not fit the corporate culture, it is likely employees within the organization feel the same. On the Job When employees are on the job communication is of the utmost importance. Many candidates noted that a major grievance is not being informed of layoffs until the last minute. While having employees aware of massive layoffs within a company that are coming in a few months can significantly lower morale, it is generally agreed upon by applicants that companies should do a better job of communicating these situations to employees. If layoffs are absolutely necessary, a company's remaining employees, once the layoffs have been completed, will have more respect for their managers and organization if they were not completely shocked by the bad news. One applicant notes that, "all an employee asks is for a good management team that is honest and forthright" [6]. Many employees also believe that their managers should be held accountable to subordinates. One job seeker noted that companies should, "allow provisions to provide feedback on how your managers/supervisors handle their roles in the company on a semi/annual basis. I know as a previous manager, I always encouraged feedback which allowed the TEAM to function and grow together" [7]. Encouraging the use of 360 degree feedback will make employees more confident in their management and are more likely to support them through difficult decisions. Advancement Opportunities As previously noted, over one third of job seekers feel that advancement opportunities are important in a job, and over 18% of job seekers have left a position in the past due to their belief that the company had limited opportunities to advance. Here, communication is again the key. All companies have positions available for advancement and increased communication with employees will help them be more satisfied with their jobs.  Being passed over for promotion is one extremely important example. An employee who is constantly passed over will become dissatisfied with the organization and their current job. One job seeker states that, "Employees who are overlooked for a position should be given some reason as to why someone was promoted above them if it is not obvious. If an employee needs further training or needs to change something in the way he does things, then they should be told about it" [8]. Ensuring feedback is available after an internal interview is critical to this process, however those not selected for an interview should receiving coaching on the subject. Even if a large corporation receives hundreds of internal applications for a position each employee applying should receive adequate feedback to their application. Strengths and weaknesses of an applicant should be specified so each applicant can take advantage of the opportunity to improve their skills for the next job opening.
Often advancement opportunities themselves are not obvious within a company. By showing employees the opportunities available from day one, companies can create an environment where individuals within the company are aware of what is available and can work towards obtaining their career objectives. It was noted that many job seekers who currently are employed in management positions left their previous company to find a better position elsewhere. Companies must recognize this threat and lead employees down the path to a more successful career within the organization. This will increase job satisfaction in current positions by allowing employees to see the value in their current work knowing that they are moving towards something larger within the organization. Companies should remember that while some of their employees enjoy their work, these survey results indicate that the majority are hoping for something better within the company or even looking elsewhere. Other Important Functions  Companies must follow some addition guidelines to increase their awareness of their employee's attitudes and beliefs of the organization. One excellent example is to conduct thorough exit interviews of all who leave the company. The key questions examined in the job seeker survey can be used to find out if the company was not doing something that the departing individual desired.
Companies must also ensure to ask employees about their opinions of certain practices of the organization. For example, within a performance evaluation employees should be able to offer their feedback based on criteria such as advancement opportunities, compensation and quality of management. A successful performance evaluation should make expectations of the employee clear, but also ensure that the company is aware of the employee's expectations of the organization. Finally, diversity in the work force is increasingly important. Companies should not just take an average of the needs listed by employees. As shown in the survey results, there are significant differences between the job satisfiers listed by different demographic groups. Managers should be able to identify individual needs rather than providing blanket solutions to all employees. Options like flextime, cafeteria style benefits and telecommuting are all important benefits that should be considered on a case by case basis by companies. Summary Managing job satisfaction is important to companies and employees will continue to be demanding of their employers. Companies must be able to understand the unique needs of their employees if they are able to effectively attract and retain the top candidates available. Without this attention to details, companies will find that increased costs due to turnover and lost productivity due to dissatisfaction will be difficult and expensive obstacles to overcome. Organizations must also keep in mind that money is not everything. Companies must remember that, "employees do not switch jobs for a 50-cent per hour increase. Give yourself a firm slap in the face when you are tempted to rationalize high turnover in your organization with the excuse that today's employees are willing to walk for a small salary increase. It is time to return to reality" [9]. Companies must be in touch with their employees and the labour pool that is available for hire. They must think beyond money and evaluate all aspects of job satisfaction. If they can effectively do this, job satisfaction will become a strength of the organization which should lead to better results, generated from this better place to work. |