Here Are The Main Factors For Job Satisfaction
In this post, we’ll go over a few ways of looking at job satisfaction. We will then go over the benefits of having a satisfied workforce.
Furthermore, we will look into the factors contributing to job satisfaction, plus tips and insights for each.
Job Satisfaction Definition:
Job Satisfaction can be defined as an employee satisfied with the following:
- Salary
- Benefits
- Career Growth
- Job Stability
- Work-Life Balance
- Working with Coworkers
- Job Requirements
That’s a lot of issues to cover, and do all of them apply? I would say no. If you asked someone if they are satisfied with their job, I don’t think they would have a checklist to go over. They may say yes, or give you an absolute no!
When looking at job statistics, studies are conducted. Participants complete a survey or go through a quick verbal questionnaire. Regardless, if someone has to fill in all the above points to be satisfied, you’ll find a very low job satisfaction rate.
For example, some people may be satisfied with working with their coworkers, career growth, and job requirements but are dissatisfied with the Salary. So the job satisfaction outcome is unsatisfactory.
For example, I just did a quick Google search for job satisfaction rates. I found that between 49 and 65 percent of people are satisfied. But how is that calculated? Is it for Salary, job stability, or all the points mentioned above?
Looking at statistics, I would look for job satisfaction for each point. For example:
The satisfaction rate for:
- Salary
- Benefits
- Career Growth
- Job Stability
- Etc.
The statistics for each of the above points indicate which area people find unsatisfactory.
For example, you could find that most of your workforce is satisfied with the job requirements, workforce, and benefits. Still, the Salary is the problem area, and now you can work on that issue.
The Benefits of Having a Satisfied Work Force:
There are many benefits to having a satisfied workforce. One benefit includes a lower employee turnover rate.
A high employee turnover rate is very expensive because of hiring, training, and lost productivity.
A satisfied workforce is a strong one. Your team can produce more, handle problems and handle any changes in the industry versus a workforce of unsatisfied employees.
Would you say if your employees are satisfied with their job, will they do any of the following?
- Go the extra mile.
- Fight for the company if needed.
- Refer friends and relatives when there is a job opening
- Treat the company as if they had part ownership.
- Say good things about the company outside of work.
- Do their part to make sure the company succeeds.
I believe employees that are satisfied with their position would do at least one or more of the above. However, I wouldn’t be surprised if they did all of them.
Factors For Job Satisfaction:
Let’s have a look at 16 factors that affect job satisfaction. Then, use the ones that stand out and put them in place to attract and keep more employees.
1. Workload:
An extremely heavy workload will contribute to job dissatisfaction. I like to stay busy at work, but when I’m overloaded, I get anxious, and I struggle to complete all that’s on my plate. It’s especially difficult to do multiple things at once while people are waiting.
It’s important to have a balanced workload for your employees. Those that are overworked will be looking for a way out. For those that are
overworked and keeping up with the workload, they are the employees worth keeping. If you reduce their workload to something manageable, you can count on their loyalty.
2. Job Responsibilities:
A job with a lot of responsibility without compensation or the job title will lead to job displeasure. Even more so when an employee is given extra responsibility with no added benefit.
It’s important to assign responsibility according to the job title. A position with a lot of responsibility must come with an appropriate salary and job title.
3. Job Placement:
Job placement is an important part of succeeding. When you put the right person in the right job, you are setting them up to succeed. As a result, they will be more productive, handle the work, and be satisfied with their job.
When an employee is in a position that is the wrong fit, they are destined to fail. You have wasted time and effort on your part. There is a lot of pressure on the employee. There would be no job satisfaction because they can’t perform the essential responsibilities related to the job.
As a rule of thumb, it’s always important to put the right person in the right position.
4. Fair Policies:
Fair practice in the workplace is an important factor related to job satisfaction. When you show favoritism in the workplace, many employees will notice it. They may not say anything because you’re the boss. However, they do see it, and they will take offense to it. Put yourself in their shoes. If you see your boss showing favoritism, would you be offended?
Its important employees are treated equally, while equal opportunity is available in your workplace. Promotions should be given to those who deserve it because of their dedication, talent, and hard work, not because they are the favorite.
When everyone has a fair chance of promotion, there are no hard feelings. However, when an under-qualified person gets a promotion over someone qualified for the position, you can bet on some hard feelings.
5. Being Appreciated:
Appreciation is a key factor in keeping your employees happy. But, unfortunately, some employees don’t want anything more than being appreciated.
If you’re happy with your job, your pay is good, and your workload is manageable, but you’re not appreciated, you will feel a void.
You may feel you’re not doing enough or you’re not worth what they’re paying you. If this feeling prolongs, it will affect your well-being as well as your job performance. Therefore, it’s important to appreciate employees for their work and their contribution to the company.
6. Salary:
The compensation you receive for your work is extremely important for two reasons:
Reason number one:
Other than the obvious. You need money to live the lifestyle you choose, and the more you make, the more freedom you have, the more choice you have, and the more comfortable you can be.
Reason Number Two:
The higher your Salary, the more valuable your contributions are to the company. On a personal level, when you’re receiving a high salary for your work, you feel validated, and you feel good about yourself.
You may be satisfied with your Salary. Suppose you were offered more money from a competitor. Even though other aspects of your job are good, the feeling you’re worth more is attractive and may tempt you to meet with the competitor. Your Salary is related to self-worth. The more you make, the more your job satisfaction increases.
7. Job Advancement:
You may have heard the term dead-end job. This refers to a position where there is no room for advancement. The only way to advance is to leave the company and look for a job somewhere else.
People are motivated, and they look to succeed. They look for new opportunities and challenges. It’s what keeps us moving ahead. Stagnation is not attractive. With no chance for job advancement, you’ll have many employees with dissatisfying jobs.
That doesn’t mean you have to promote someone once a month, but in contrast, it doesn’t mean that an employee has to stay in the same position for 20 years without advancing in their career.
8. Being Part of a Group:
Being part of a group is an important factor related to job satisfaction. Some people stay in the company because they have made strong work relationships with their colleagues. They feel part of a group, part of a family.
People that bond in a group need a lot of reasons to move on to another company. They have job satisfaction because of the environment as a whole.
When there is a little attachment to friends and colleagues, then moving on is something they wouldn’t think twice about.
You can improve this area by providing opportunities to become part of a group. These groups can be specialty groups for those employees responsible for certain tasks or general groups where anyone can join.
Here are a few ideas:
- Allow your employees to join your health and safety committee.
- Organize a group for software and process testing.
- Form a group for quality control.
- Establish a Focus group.
- Found a social compliance committee
- Form a committee for employee appreciation events
- Etc.
9. Strong and Competent Leadership:
With strong and competent leadership, people feel stability within the company. In addition, they feel that a strong management team will direct the company in the right direction for whatever lies ahead.
I know from experience when I had a strong boss, I felt good about my job and the company. On the other hand, when I had a boss who thought he knew what he was doing but didn’t, I saw rough waters ahead. I have experienced both, and trust me, job satisfaction increases or decreases depending on the people managing the company.
10. Good Relationships With Managers and Supervisors:
When you have a good relationship with managers and supervisors, your job satisfaction increases quite a bit. Why wouldn’t it? You’re tight with your boss and with other managers. You feel you can be yourself. You can contribute, and you can be open. Good working relationships with management lead to increased job satisfaction.
When your boss has an open-door policy, you’re able to walk into the office and let them know what’s going on, whether good or bad, and that’s something special to have.
11. Safety Work Environment:
Some people risk their lives because of the work they do. A safe work environment improves job satisfaction.
A company serious about safety proves to its employees that they are important. It’s not just the work they do but that they work in a safe environment. A priority for safety is a sign that you are working for the right employer.
12. Job Security:
Job security is extremely important. If you’re making a lot of money. Enjoying the perks of a high-paying job and in a position your passionate 
about, then that’s a blessing. What if you had all that, but you lacked job security? Wouldn’t it defeat the purpose because you’re living high one day and the next day you’re out of a job?
Job security is an important factor related to job satisfaction. People don’t function well when they are worried about losing their job.
13. Ability To Use Your Skills and Talents:
Job satisfaction ties into the ability to take charge and pursue your skills and talents.
For example, let’s say your position is data entry, but you’re talented in web design. Your employer sees that talent and encourages you to use it when an opportunity appears to design the company’s website.
Whether it’s creativity, taking charge of a project, or performing your job the way you work best. All these factors boost job satisfaction.
14. Flexible Work Hours:
Allowing employees to work flexible hours it’s something that will improve job satisfaction. Some people can only work certain hours of the day due to other responsibilities. Others work better during certain times of the day, which may not be during office hours.
If the job position allows employees to work flexible hours, then why not. As long as they complete all their work, and the quality of their work is substantial. It could be a win-win for you and your employees.
15. Working From Home and the Office:
If you allow your employees to work a certain amount of days from home, you can improve job satisfaction. Many people love to work from home a day or two out of the week. You could start with a trial basis. As long as they are productive and their work doesn’t suffer, you could instantly improve job satisfaction. Not all job positions are suited for this but for the ones that are, it’s something worth considering.
16. Trust:
Trusting your employees has an effect on job satisfaction. Let’s look at an example.
Suppose you’re running a production facility. One of your machine operators discovers a problem with the date printer on the production line. They let their manager know about the problem while offering a solution.
Here’s a few examples of how the conversation may go:
Response 1:
Manager: Just call maintenance. They’ll deal with it.
Operator: I can do that, but we have been having this problem on and off, and they haven’t been able to find a permanent solution. Would you be willing to try my idea?
Manager: It’s not your expertise or your responsibility. Let maintenance deal with the problem. Thanks
Response 2:
Manager: Just call maintenance. They’ll deal with it.
Operator: I can do that, but we have been having this problem on and off, and they haven’t been able to find a permanent resolution. Would you be willing to try my idea?
Manager: Go ahead and try your idea. If you have problems, call maintenance for assistance. If you need anything from me, you know how to get a hold of me. Thanks
Response number 1 was along the lines of shut up and don’t overstep your bounds. You know nothing about this issue. Let the pros handle it.
Response number 2 was sure. Try it. If it doesn’t work out, then let the maintenance team give you a hand. Response 2 shows trust and allows you to try out your idea without pressure. If it works, great. If not, then we’ll go from there.
If you were an employee, you would feel a lot better about response number 2 because you are trusted and part of the solution, part of the team.
Conclusion
Job satisfaction is an important part of life. People spend approximately one-third of their life at work. It’s important your employees are satisfied with their job. Naturally, a happy person at work becomes a happy person at home. When you happy employees, you have a better work environment and increased productivity.