Satisfied employees aren’t just whistling while they work. They serve as active promoters of your organization, deliver better customer service, and thrive in their roles compared to those who aren’t as happy in theirs.
Better yet? They also stick around.
Studies show that 94% of workers who plan to stay at their jobs within the year identify as satisfied or very satisfied with their work. Fortunately, with a few employee satisfaction surveys and some frequent pulse checks, you too can get a peek into the hearts of your employees.
To help you set up your surveys, here are 7 questions you should ask to pinpoint the distinct aspects of employee satisfaction, and the secrets they reveal about your employees and company culture.
1. I have a strong sense of pride in what we stand for as a company.
Why it’s important: Let’s start with broad strokes. The motivating power of working toward a mission you believe in can’t be overstated. In fact, consulting firm Korn Ferry found that just 3% of global respondents cited pay as their principal personal driver in their career. By contrast, 73% cited that their key motivation was doing work that had purpose and meaning.
What it reveals: If this statement yields a high rate of agree and strongly agree responses, congratulations: your employees indicate a strong sense of pride in what your company stands for, and you’re on the road to success.
If you see a fair number of disagree or strongly disagree responses, your organization could stand to benefit from more clearly communicating your mission, and helping your employees understand their connection to it. Work with leadership and your communications team to help connect these dots.
2. I have a positive, trusted relationship with my manager.
Why it’s important: Employees who feel comfortable with their managers often feel more empowered to take risks and report higher overall satisfaction. On the flip side, employees who have strained relationships with their managers are likely to have a much harder time at work and may be looking for the door. As common knowledge has it, people don’t leave companies — they leave bosses.
What it reveals: Seeing mixed responses to this statement? Try administering a pulse survey to smaller, targeted groups to identify teams whose managers may benefit from additional training or support to succeed in their roles. By helping foster positive employee-manager relationships, you’re helping set your company up for success.
3. I have strong, positive relationships with many people on the team.
Why it’s important: As Steve Jobs said, “Great things in business are never done by one person; they are done by a team of people.” Your employees spend just as much face-to-face time with their team members as they do with their managers, and healthy, positive workplace relationships increase employee morale and motivation.
What it reveals: Positive responses to this statement indicate that you’re in a great place. If you see mixed responses, try focusing on team-building events or company-wide activities to foster camaraderie and build morale.
4. I feel good about the feedback and/or appreciation I receive for the work I do.
Why it’s important: We could shout it from the rooftops: Recognition is everything. According to Forbes, 79% of people who leave jobs indicate that their reason for leaving is “lack of appreciation” — and in fact, employees say that the number one thing their manager could do to inspire them to produce greater work is to offer recognition.
What it reveals: This question provides great insight into your company’s feedback culture and what it’s doing for your employees. If responses indicate a desire for more appreciation, think about implementing a recognition and rewards program to boost employee satisfaction.
5. I feel I am growing professionally and learning regularly at work.
Why it’s important: As the BBC points out, humans are neotenic. Meaning, curiosity and a love of learning are built into our psychology at a basic level. Pair that with ambition, and you get a clear correlation between professional development and satisfaction in high-performing employees.
What it reveals: If survey results are good, then you’re on the right track. If you see mixed or challenged results here, it’s time to go to leadership. Try brainstorming ways to shake your workforce’s sense of stagnation, like increased professional development, mentorship opportunities, and more.
6. The work I do makes a difference in the success of my team.
Why it’s important: At the heart of meaningful work is the sense that the individual has made a meaningful contribution. If an employee knows their effort is being utilized and valued, their sense of ownership increases, as do their motivation and ultimate satisfaction.
What it reveals: When this statement yields a positive score, congratulations — your team is a well-oiled, recognition-granting machine. Negative results offer a more interesting opportunity: It might be time to reexamine your organization’s recognition culture or work with managers to figure out how to make sure each teammate’s talents are being properly utilized.
7. I’m afforded the flexibility I need to meet the needs of both my work and my personal life.
Why it’s important: Personal issues are one of the top causes of workplace stress, and as problems mount at home, they can become a major distraction in the office, too (and understandably so.)
That’s why it’s integral to make sure your employees feel they’re supported by your company in taking care of their personal needs. When you set them up for a sustainable, beneficial, and empowering work-life partnership, you reap the satisfaction rewards.
What it reveals: It’s time to take a look at your scheduling, benefits, and remote work policies. Strategize with leadership to set a policy that aligns with your company values and supports your workers (they’ll give 100% when they’re back in the office).
What’s next: Responding to surveys
As noted, employees work harder when they feel their voices are being heard. So don’t let those results sit idle — to see effective change, we’ve got to do something salient with that feedback. Time to take those pretty facts and figures, and turn them into results.
Positive survey results
We love positive results (who doesn’t?). And what’s more, we’re big proponents of publicly recognizing success. Work with leadership and your comms team to share positive trend shifts to boost morale in your company.
Be sure to acknowledge remaining growth areas as appropriate to avoid seeming as though you’re whitewashing legitimate lingering issues. But do take a minute to pat yourself on the back: You’ve earned it.
Mixed or negative survey results
If your employee satisfaction surveys indicate a disgruntled (or even just less-than-gruntled) workforce, don’t fret: this is a great opportunity to spot pain points and address them immediately.
First, using our 7 questions above, identify which aspects of employee satisfaction need special attention. Then, work with leadership and key stakeholders to develop action plans to address those particular aspects directly. Do you need a new work-from-home policy? How about professional development opportunities, or manager training?
Most importantly, when you roll out any new initiatives, clearly communicate that they’re in response to employee feedback. This demonstrates to your employees that, no matter what the situation, the organization is listening, and values their voices. Which — fittingly and beautifully — contributes to an increased sense of job satisfaction.
Using employee satisfaction surveys to drive engagement
Ready to re-engage your employees with easy-to-use surveys? Kazoo’s Employee Experience Platform allows you to quickly and easily collect, measure, and analyze employee satisfaction data, including your organization’s eNPS score. Plus, find our 7 no-fail questions preloaded in the Kazoo platform, so you can quickly measure employee satisfaction from all angles and take steps to address it.
Learn more about what we can do for you at kazoohr.com, or request a demo by clicking the button below.