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).
The above topics are important to understand the Satisfaction of employees. This enables organisations to respond in time to possible dissatisfaction within teams or departments, for example. After all, dissatisfaction can be staff turnover push back.
However, employee satisfaction is only one element that makes employees truly happy, effective and loyal. For some organisations, employee satisfaction is inferior to real bonding with the organisation.
Therefore, a distinction is often made between employee satisfaction and Employee engagement. The difference between these concepts is not always clear. As a result, they are regularly used interchangeably. In any case, it is a good start to state that employee satisfaction creates the most important conditions and is therefore often used in Staff Research as a concept. This only tells us to a limited extent, for example, whether someone is proud to work for the organisation or whether the employee can identify with the organisation's core values.
Difference between employee satisfaction and employee engagement
Both concepts are important to get a full picture. Therefore, these are explained below.
Definition of employee satisfaction
Employee satisfaction is the extent to which employees are happy and content with their work and associated environment. A satisfied employee will leave the organisation voluntarily less quickly.
Definition employee involvement
Employee engagement refers to the extent to which employees are engaged with their work and the organisation. An engaged employee is inclined to take extra steps when necessary.
If this distinction is made properly, it is possible to distinguish motivated employees from employees who are only satisfied in their current role. This distinction makes it possible to examine why employees are less committed. With the Identify of reasons, barriers to achieving commitment can be removed. This ensures that departments, divisions and/or teams can become more effective.
27th January 2016