In addition to employee satisfaction employee engagement plays an important role in every organisation. Involved employees are up to 43% more productive. In addition, these employees are more loyal, which means they are less likely to leave the organisation and think further than the average employee. Thanks to employee engagement, the competitive edge of organisations can grow.
10 Smart Tips to increase employee satisfaction
High employee satisfaction is a must for achieving a competitive edge. Not only are satisfied employees more productive, they are also more likely to be satisfied with their work. Higher customer satisfaction on. But how do you ensure that employees are satisfied? And even more important, how do you keep them satisfied? This article describes the most important tips for achieving employee satisfaction.
7 accessible tips to increase the response rate
The number of respondents is crucial for the success of a Staff Research. A low response rate ensures that the data is not a good reflection of the actual. The result, without sufficient participants, the results will be taken less seriously. When few employees react then this means that the added value of the research is significantly decreasing. These tips therefore help you to get responses to the next research.
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Negative results from employee research. How do you go about this?
The main objective of Staff Research is often to identify improvement points within the organization. But when the results are negative it is tempting for managers to do nothing, or even worse: to pretend that the results are not correct. Take no action after Staff Research often leads to a more negative situation than before the distribution of the questionnaire.
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What is employee satisfaction? And what is the impact of this?
Employee satisfaction or job satisfaction shows the extent to which employees are satisfied with their jobs within the organisation. Employee satisfaction is usually made tangible by using Satisfaction questionnaires. These questionnaires often contain questions or theorems around the work itself (labour content), circumstances in which someone is employed (working conditions), relationship with manager (s) and colleagues (labour relations) and the manner of Compensation (Working conditions).
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