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More precisely, does job satisfaction have a significant impact on job performance and organizational commitment? The short answer is – most definitely. Sometimes we forget that people work for people, not companies. When people aren’t happy, they don’t show up consistently, they produce less and their work quality suffers.
Employee satisfaction (often referred to as morale) is an employee’s attitudinal response to his or her organization. This satisfaction level is composed of employee awareness, perception, reasoning, and judgment. As with all attitudes, the relationship between satisfaction and behavior, is complex.
Management plays a significant role in enhancing employees’ job satisfaction. Management owns the responsibility to continually review, reassess and/or rethink how to maintain and/or create a positive environment that is high in morale. This includes ensuring that employees have the necessary tools and resources they require to successfully accomplish their job. Once an environment is established that is empowering (and not debilitating) a solid foundation is set to maintain motivation and develop job satisfaction.
Too often managers think that by changing the extrinsic motivators (salary increases, being a prime example) that they can change behavior and boost employee satisfaction. Yes, improving someone’s salary may modify results for a time however it won’t produce long-term results or create sustainable job satisfaction.
Washington state based Tech Cocktail recently reviewed a Seattle organization,TINYpulse, that specializes in providing insights into employee happiness and retention. Published on the website is an impressive study that analyzed over 40,000 anonymous survey responses from more than 300 organizations between September 1, 2012 and November 15, 2013.
Source: TINYpulse.com Engagement Survey for more detailed info, visit the website
It appears that it is not culture or relationships with the boss, but management transparency that stands out as the most important factor in determining employee happiness. It is also clear that organizations need to pay more attention to doing a better job of sharing their vision, mission, and values to ensure employees appreciates and understand how the business’ objectives relate to their personal goals.
“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”
~Anne M. Mulcahy Chairman of the Board of Trustees of Save The Children Federation and former chairperson and CEO of Xerox Corporation.
Guest Blogger: Janis Strathearn of JKS Talent Network Inc. provides a consultative and solution-focused strategic category of recruiting services for the technology leaders of your people, projects and programs. Janis’ expertise is in finding great talent, bringing the right people together and building results-focused solutions for your organization. To learn more contact Janis at (604) 731-2073.
Expect More Than a Recruiter with Talent Search Consultant Janis Strathearn.