Employee Satisfaction

A good friend of mine recently celebrated her 10th year of employment with her employer. As we reminisced about this career milestone, one significant question came up. Over the course of those 10 years has she really enjoyed the job or has she been stuck in one of those jobs that has just drained the life out of her?

One of the key measures of job satisfaction is the belief that the work an employee does is both meaningful and valued by the employer. When an employee doesn't have that sense of satisfaction, he/she reaches burnout. They loose the energy and drive to succeed. Why should an employee be stuck in a job that provides no contentment? Maybe there is a need for a greater sense of belonging, or teamwork? Perhaps greater work satisfaction? Maybe the skills that he/she has developed in their current job can lead to something better?

In spite of having those great salaries, perks and benefits, employees quit their jobs. Sometimes we have to initiate change to maintain forward momentum.

As an employer, it is vitally important to know which factors most affect employee satisfaction. Spend your time, money and energy on programs, processes and factors that will have a positive impact on employee satisfaction. A downward trend in job satisfaction raises concerns about the overall engagement of employees and ultimately employee productivity, retention, creativity, risk-taking, mentoring and in overall employee motivation and interest in work.

I just recently finished reading "Winning" by Jack Welch. In one of the final chapters of his book he addresses "The Right Job" and the 5 signals for identifying the job fit. Those signals, in no order, are People, Opportunity, Options, Ownership and Work Content. Interestingly enough, money isn't one of the signals.

In closing, Royal Caribbean Cruise Lines has a very enticing position available right now. Based in Florida, the position is for "Cupcake Supervisor." Yes, seriously.