The Nature And Causes Of Job Satisfaction

The Nature And Causes Of Job Satisfaction
the nature and causes of job satisfaction

The nature and causes of job satisfaction revolve around the environment in which a person works in.

The foundation of employee engagement and job satisfaction revolve around making sure that employees not only enjoy where they work at but that they’re appreciated for the work that they do.

If we were to sum up what causes workers to enjoy their work in a couple of points, these 4 pillars can help companies improve overall job satisfaction through the company:

  • Balance
  • Recognition
  • Salary
  • Feedback

Of course, some individuals may want more of one thing than others, but those 4 pillars to help increase job satisfaction.

It’s up to employers to build off that foundation and create an environment that fosters creativity and embraces different archetypes and keep them there for as long as possible. So focus on the following to create a great workplace.

Work-Life Balance

This isn’t a particularly a new concept to some parts of the world. Though North America might be decades behind some other countries, nations can make a stronger push to create new norms that prove to be working across the world.

There are many different ways to provide balance for an employee and I think it’s best to give employees as many options as possible, to let them know that their job lets them focus on themselves.

There’s always news of a company doing something brand spanking new in their region that is getting a lot of attention, but it’s all the norm for some parts. Here are some “wild” things that companies are just now starting invest on:

  • Unlimited Paternity/Maternity Leave
  • Unlimited Vacation
  • Company month off (Sweden)
  • Siesta! (Spain)
  • Flexible Hours
  • Work-From-Home option

One would think that it wouldn’t be that big of a deal, but to a lot of people in the workforce, it would mean the world to get a couple of extra days off to go be with their newborn.

There are a couple of other radical work-life balance ideas out there that are improving job satisfaction but have not been around for a long time to validate as successful. For example, 3-4-day workweeks. Though I would love to get paid full-time for working 3 days out of the week, I’m not sure that the concept would work out fully.

Just remember, per average a disgruntled, or dissatisfied employee is truly active at work 10 out of 40 hours a week. So any little edge is worth testing out.

Respect From Colleagues

This is more of a point of emphasis for management, not actual colleagues. Office politics can be as horrific as an episode of House of Cards, but having a transparent office that is less hierarchy and more together is great for your office.

The traditional office has a bit of a Lord-of-the-flies-eque infrastructure and hierarchy. Which will not bode well with the upcoming generation of employees; but will serve well to those who believe in the power-hungry, aristocratic offices of yesteryear.

Companies are picking up on Holacracy, as it (metaphorically) puts the generals in the frontlines. Aside from that makes it easier for employees to get along better and just creates a loose atmosphere.

However, the Golden Rule must be applied, even if you aren’t shifting to be less hierarchical.

People have to treat others with respect and know each other’s limits. If someone can not take honest feedback, but another one can. It’s crucial to know the tolerance of feedback and communication a person can handle.

The last thing you want is for someone to say the wrong thing and create unnecessary friction at the office.

A Satisfactory Salary

There are two things often done wrong when coming up with a salary for an employee:

  • Management does not pay the employee appropriately
  • Employees do not ask for the right salary

One of the best things that my “internet” generation has changed is the transparency of job salaries. So people are now aware of their market value.

There’s a big shift towards the mentality that is taken towards pay millennials. Entry-level positions no longer have the feel of a “low-paying internship”. Companies (especially in the Tech industry) are basically taking away top talent by simply paying young creatives at great salaries.

Make an effort to not only keep creatives for a long while but make sure to let them know that they’re appreciated.

The average employment for a millennial is less than one year, meaning that to retain top talent for a long time, you have to pull out all the stops for retention, and give them quick and constant feedback.

Some of the older, more traditional companies that I’ve dealt with have legit millennial handbooks, for older (age ain’t nothing but a number!) employees to take note on how to handle the creative thought-process that some of these young guns can bring in.

If you want more innovation, bring in talent that can create, produce, and don’t try to lowball them with a weak salary. Chances are that they know the market value and they will gladly work elsewhere.

Challenging + Rewarding Tasks

Simply put, when all the stars align having a challenging job is great.

Meeting and exceeding goals becomes something to work hard for on a daily basis. Setting monthly, or weekly catch up meetings become a time to discuss directions to reach long-term goals.

Creating a result-oriented workplace allows for employers to make the aforementioned points of job satisfaction, even more, fruitful.

The best work comes while people aren’t at work and to create that “work hard. play hard” mentality that some of the best companies have, you have to give a bit more reward time to employees.

Downtime is important, but it’s vital to “reward” downtime with challenging problems, especially that the two kinds of work can be mentally and/or physically draining. There’s two kinds of work:

  1. Deep Work: Cognitively demanding tasks that require you to focus without distraction and apply hard to replicate skills.
  2. Shallow Work: Logistical style tasks that do not require intense focus or the application of hard to replicate skills.

Both compliment each other well, and both need workers to handle them just right, and of course, managers to make sure that they’re doing alright.

Managers have to be the advocates of change and make efforts to improve job satisfaction;  as it’ll not only help out with employee relations, boost productivity, and overall staff happiness but it’s good for business and recruiting.

Stakeholders are now looking at employee happiness and engagement when looking to invest in a company.

What Leads To A Good Environment & Good Job Satisfaction?

Any ideas that you may have? Let us know in the comments below.

Jeffrey Fermin is a leader in the HR Tech industry, he spends his collaborating with multiple companies to help come up with solutions that will improve the modern-day workplace.


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