Building lasting networks and having a comprehensive business strategy is important when it comes to achieving your company goals. But where do your employees fit into your business?
Inquiring about employee satisfaction is the first step, but it’s important to make sure that you’re measuring it correctly. What’s working for your employees? What isn’t? Why have your longest employees remained with you, and what could be causing high turnover rates?
More Than a Management Meltdown
Company leadership is what builds company culture. Managers are responsible for teaching employees boundaries and limits within the workplace, as well as creating the unwritten values that shape future decisions and behaviors.
Poor leadership results in role conflicts, alienation, unfairness, and low motivation. It’s one of the largest culprits of a reduction in job satisfaction, dedication, and attitude.
But poor leadership is deeper than made-for-TV meltdowns. By mixing incompetent judgment with inconsiderate behavior, your staff is left waiting for decisions and being blamed for inaction. Poor leadership manifests in urgent meetings being rescheduled at the last minute, or a toxic mixture of extreme praise and isolation.
Bad management can even make it difficult to accurately measure employee satisfaction. Concerns about anonymity and retaliation can cast doubt over the accuracy of results, especially when those results are being used as performance metrics, in Amazon’s case.
Making Work Meaningful
Deloitte’s 2019 Global Human Capital Trends report revealed that 84% of respondents are looking for a positive employee experience, but only a little more than half believe their organization is successful at making work meaningful.
However, the report offers three important findings for employers:
- Your employees are different from your customers. They have an enduring, personal relationship with your company, unlike your customers who can easily choose to back out at any time.
- The employee experience is a social one; it is built around company culture and relationships with others.
- Employees want more than an easy set of transactions, they want to find purpose and meaning in their work.
In order to create lasting employee relationships, the employee experience must focus on the individual. Traditional attempts at improving employee satisfaction have neglected looking at employees as individuals- it’s time to create a better path for the future.
For example, grocery chain ALDI is offering higher wages; increased benefits such as healthcare, retirement plans, financial wellness, and employee assistance programs; as well as generous paid time off. As a result, the company has been awarded for its positive work environment by Forbes, Energage, and more. By committing to their employees, ALDI has held the title of “value leader” among U.S. grocery stores for over a decade.
Dave Rinaldo, co-president of ALDI U.S., stated “As an award-winning employer, we know the importance of investing in our people. Employees come to ALDI for the competitive pay and opportunity to work for a growing national brand. They stay for the career potential and satisfaction they feel knowing their work makes a difference in the communities they serve.”
How FenixVerify Can Help
The first step to improving employee satisfaction is by empowering your teams to make the change.
FenixVerify offers a global workforce of over 5,000,000 auditors that provide digital surveys to measure employee satisfaction through their mental, physical, and emotional well-being. With over 20 years of market research experience, business intelligence, and mobile workforce development, FenixVerify offers a workplace solution for companies looking to thrive in today’s environment.
Our ability to track and digitize key metrics takes the guesswork out of visualizing how healthy your staff is and where you may be falling short. By capturing and presenting valuable data on a customizable dashboard, you can feel confident in improving your operations and keeping the pulse on your employee’s satisfaction.