Employee Job Satisfaction

Survey Research Suite

Guide

Employee Job Satisfaction surveys allow an organization to understand their employees. Employees often act on the basis of their environment, the behavior of their colleagues, and management policies. So management must be aware of employees’ attitudes, opinions, and satisfaction.

Typical Measures of Employee Job Satisfaction Surveys

Employee satisfaction and retention surveys can give management the knowledge and tools that directly impact the bottom line and business outcomes as well as building positive employee relations and a positive work environment. Employee satisfaction and management surveys lead to understanding the drivers within your organization and result in:

Identifying cost-saving opportunities
Improving productivity
Predicting and explaining turnover
Reducing absenteeism
Identifying areas of ethics, honesty, and value concerns
Strengthening management skills and training
Evaluating customer-service problem areas and issues
Identifying training needs
Identifying communication bottlenecks and problem areas
Benchmarking your organization’s perceived progress relative to competitors in the industry
Gauging employees’ understanding of and agreement with corporate rules, policies, and mission

Key Dimensions

Employee satisfaction and retention surveys should consider the following key aspects of employee satisfaction:

Overall Job Satisfaction
Satisfaction with the Work
Coworker Performance/Cooperation
Pay Satisfaction
Benefits Satisfaction
Promotions/Career Advancement
Supervisory Consideration
Supervisory Promotion of Teamwork and Participation
Supervisory Instruction/Guidance
Communication
Human Resources/Personnel Policies
Concern for Employees
Productivity/Efficiency
Training and Development
Physical Working Conditions
Customer Service
Strategy/Mission
Job Stress
Other Job Options and Comparative Information

Additional topics of current importance to your organization should also be considered during the evaluation period. These topics might include the need for or prioritizing of resources, specific issues related to a physical or organizational work environment, interpersonal relationships and co-worker support, mentoring and training needs, and the development, measurement, and recognition of successes.