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Why Is Employee Satisfaction Is A Tricky Metric?

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So you might be saying, “I already run a survey on employee satisfaction, isn’t that the same as employee engagement?”

Employee satisfaction tells you very little, if anything, about workforce engagement. That is not to say we are not interested in having higher levels of employee satisfaction. In fact, that is one of the most vital outcomes of increased employee engagement. The problem is that so-called employee satisfaction is not a driver of engagement. You could have an entire office of highly “satisfied” employees, ecstatic over the fact that they are paid so much to do so little. Research has demonstrated that salary and benefits are not consistently linked to productivity.

The reality is, employees view salary and benefits as an entitlement, not as an inducement or motivator to release new levels of discretionary effort. Increases in salary are often seen as a “catch-up effort” to what they should have been paid months or even years earlier. Many of the employee engagement assessment tools commonly used today are heavily weighted toward satisfaction factors – implying that employer efforts to increase them will deliver business value. Sadly, this not the case.

BEST PRACTICE — Get in touch with us and we will walk you though our High Performance Culture Assessment (HPCA) tool, a simple 26 question on-line questionnaire that will measure employee engagement for every manager, supervisor, location or work-group.  Quick, easy, comprehensive and actionable.

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Engagient provided a safe environment for managers to openly share comments, issues and concerns related to the workplace culture and practices. Facilitation and careful probing by Engagient staff provided our managers with the view and challenges facing senior leadership and how managers may be helpful in the process, identifying opportunities to enhance their leadership skills.

The engagement exceeded all expectations.

--Mary LaRowe, President and CEO
St. James Mercy Health
 
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