Employee Satisfaction is All About Personalization

Want to Boost Employee Satisfaction? Get to Know Your Employees

When people enjoy going to work and love doing their job, they stay at a company for a longer time. Employeeemployee satisfaction satisfaction is key for retention, but how do you determine whether your employees are enjoying their jobs?

The challenge is that determining what helps an employee love their job is highly personal. You may feel daunted by trying to figure out what drives employee satisfaction on an individual level, for each individual employee. Here are a few tips and tools that can help you personalize your employees’ satisfaction and determine whether they are enjoying working at your company:

Focus on professional development: This is a good area to invest in personalization. Instead of, or in addition to, creating a three-step series that every employee completes to be eligible for certain promotions, try implementing more personalized action plans. This means you’ll need to know the goals your employees are pursuing and help them identify training and development opportunities that will prepare them for their next step. You may also want to delve into your employees’ learning styles to help them most effectively choose their options.

Recognize achievements: Start pointing out employees’ contributions more often. Be specific when you congratulate or reward them, outlining the actions and behaviors that contributed to a success for the company. Whether it’s a simple announcement in front of the team or an achievement that comes with a gift, learn what motivates your employees and be careful not to let awards become a rote activity. For instance, high-performing salespeople that start accumulating a small stack of crystal paperweights for meeting sales goals are not likely to feel particularly excited about receiving their sixth or seventh to add to the pile.

Schedule more evaluations: If your employees only hear about their performance in a once-annual review process, they likely aren’t exhibiting a high level of employee satisfaction. Consider bumping your reviews up to a quarterly frequency, so that employees have a clear idea whether they are meeting expectations and contributing to company goals.

Invest in relationships: This is one of the best strategies, because it’s possible to implement without any additional investment except your time. Ask your employees about their hobbies and their kids, and have a general idea for the big events going on in their lives. When your employee invites you to their housewarming party or send you a birth announcement, celebrate with them with a small gift.

In an episode of The Office, the receptionist Pam invites the whole team to view her work at a local art show. Few of the employees bother to show up, but when her boss Michael stops by her booth, she is visibly moved. Then Michael purchases her drawing of their office building to hang in a prominent place in the office, and Pam feels validated and no longer “just the receptionist.” It’s a perfect example of a boss investing in the personal interests of an employee to boost their feeling of belonging on a team.

These measures for boosting employee satisfaction can all be made easier with the introduction of a tool that enhances personalization A behavioral assessment provides an objective look at your employees, detailing their tendencies and motivations so that you can create the best possible experience for them and heighten productivity and employee retention.

To learn more about how a behavioral assessment helps you personalize employee satisfaction, talk with the talent management experts at PI Consulting Group. We can help you better understand what motivates your employees and drives their enjoyment of their jobs.