- Self-motivated to work
- More productive
- Receptive to collaboration and consecutively, high-performing within a team
- Likely to remain with the employer for a longer period; and finally
- Likely to have a positive perception of the company
Ways To Measure Employee SatisfactionThere is no single way of measuring employee satisfaction. Instead, there are a handful of measures. Some of them are :
1. Employee Satisfaction Index (ESI)
- Do you like doing your job?
- How happy are you at work, on a scale of 1 to 10?
- What do you like about your job?
- Why did you join the company?
- How could we help you make your work more meaningful?
- What makes you look for employment at another company?
- What do you like and dislike most about your job?
- Have you actively looked for a job in the last three months?
- Do you see yourself working at this company in the near future (1 or 2 years)?
- What do you like and what do you dislike about your company?
- What would you like to change about your company?
- Do you see a positive career growth in the organization?
- What are your thoughts on the company culture?
The following formula is used to measure ESI:
ESI = ( ( (question mean value / 3) - 1) / 9) * 100
The respondents are scored out of 100. This score reveals if there is any major employee satisfaction issue.The employers can also conduct Employee Pulse Surveys in smaller time intervals while administering full length surveys on a half yearly or quarterly basis. This will reduce the survey fatigue of already worked up employees. Further it also allows the organisation to keep a tab of its employees' sentiments.
2. Absenteeism Rate
Simply put, absenteeism rate is the rate at which employees skip work days. Needless to say, a high absenteeism rate impacts the productivity and finances of the company.
Absenteeism rate = (Total number of absent days per employee) / (Total number of working days) x 100
Total number of absent days per employee = total number of absent days / total number of employees
3. Employee Turnover Rate
Employee turnover rate is the rate of the number of employees that leave the company.
Turnover rate = (Total number of employees who left) / (Total number of employees at the beginning of the period)
In some situations, having a high employee turnover rate is beneficial for the company, in order to bring it forward with fresh views and fresh ideas, and instill change. However, most of the time an abnormally high turnover rate will just harm your business
4. Employee Net Promoter Score
Net Promoter Score is a measure of customer satisfaction. This is a metric can be used to measure employee satisfaction as well by one simply modification. Instead of asking ‘How likely are you to recommend this brand to a friend or colleague on a scale of 1-10?’; the employer can ask ‘How satisfied are you with your job on a scale of 1-10?’ from the employees of the company. This approach is more direct, less time taking and easier to administer.
5. Suggestion Box
This method too has the feature of maintaining the anonymity of the respondent. The suggestions can act as a reflection of the employees’ perspective and the same can act as feedback.
6. Informal Chats
This is one of the oldest techniques to capture employee satisfaction. The HR manager or any other concerned authority can talk to the employees, informally to know the states of the employees. This way the company can have first hand data.
Improving Employee SatisfactionThe surveys can be anonymous in nature if the employer wants to receive honest answers. The instructions should be clear and simple. It should not be mandatory for employees to complete the survey. This is mainly so that employees who are too busy or for some reason aren’t invested in the task won’t skew the results with rushed or inaccurate answers. Effective satisfaction surveys require employer actions. After calculating the scores, the employer must make changes based on the employee responses to the survey. Communicating about the changes and it's impact should be transparent in nature. This will result into a positive satisfaction process. If employers do not take action after administering the surveys, employees will cease to respond to the surveys. They may also end up responding only to the answers that they believe the employer wants to hear. It makes the data collected on the survey useless. This activity should not be a onetime affair. The employer must conduct the survey periodically to keep a tab on the employees’ perspectives. The employer can measure the dynamics of employee satisfaction by administering it regularly. The involvement of employees in improving the work culture based on survey results creates an environment of shared responsibility. Employers should not lead employees to believe that satisfaction at work is only the employer's responsibility. On the contrary, employee satisfaction is a shared responsibility. So, is the response to an employee satisfaction survey.
Tagged employee engagement, employee engagement activities, employee engagement survey, employee engagement survey questions, employee feedback, employee feedback system, employee satisfaction, employee survey, measuring employee satisfaction