Employee Satisfaction is About Listening, Then Taking Action

Implement These Employee Satisfaction Measures, With Advice From PI Consulting Group

employee satisfactionEngaging your employees is an important component of your talent management strategy. Forbes reports that seven out of 10 employees are not satisfied at their jobs, so you’re losing productivity, not to mention hiring costs for those that decide to leave, when you fail to implement an employee satisfaction plan for your company.

The recent article appearing in Forbes provided some key advice for making sure that your employees are engaged and satisfied. Creating a culture of listening, says the author, is the way to encourage open conversation and transparency. Here are a few of the areas that need to be a part of the conversation to drive employee satisfaction:

  1. The ability to access the information employees need to do their jobs. If your employees are constantly hitting bottlenecks in their tasks, this can be a direct hit on employee satisfaction.
  2. Feeling valued by the company. Asking an employee when the last time was that they felt valued by your leadership will help you evaluate whether your messages are getting through, and if you need to find different ways to express yourself or a different timetable.
  3. Feeling proud of their contribution to the company. You need to get a sense of whether your employees are proud of their role in the company, or if they feel detached from the goals you are seeking together.
  4. Getting a feel for how they believe they stack up. Too much competition can have your employees in fights over hitting sales goals or other benchmarks, but it’s good for your employees to be a bit competitive in reaching goals.
  5. How often they feel frustrated in their job. Frustration is a part of life and a part of every job, but it shouldn’t be happening daily. Talk with your employees to get a feel for their most common frustrations and how often they occur.

These questions are good tools for getting a conversation started with your employees. However, as Sharon Franz Morford, Senior Consultant for PI Consulting Group says, they definitely are not the magic bullet for employee satisfaction.

“You have to take it one step further and take action based on the information you receive. Asking questions and listening is part of it, but taking action is where the rubber hits the road. If all a leader does is ask but doesn’t act, they will lose credibility and eventually lose great employees,” says Morford.

Not only is taking action an important follow-up step to conversations with your employees, but the usefulness of these tools is severely limited if you miss the initial opportunity to hire someone that aligns well with your company culture. Robert Clark, President of PI Consulting Group notes that getting the right fit from the start is critical.

“I do believe that it is important for an employee to believe in the values and culture of an organization to be engaged. If an employee trusts that leadership will do the right thing, they are more apt to be motivated and engaged. But, the change agents must understand and embrace the current culture to be motivated and engaged,” says Clark.

To learn more about creating a comprehensive talent management strategy to address everything from implementing a behavioral analysis for improved hiring practices to driving employee satisfaction, make an appointment with us at PI Consulting Group.