Employee satisfaction is an established fact requested by many managers and human resources departments.
It is based on the connection between, on the one hand, employees’ current work situation and, on the other hand, the ideal situation they’re after. Thus, staff members will be satisfied at work if their situation within the professional sphere (as seen by them) suits their aspirations.
Satisfaction at work actually depends on various factors. In fact, it appears as multidimensional, since employees are not overall satisfied or unsatisfied. They will be satisfied or unsatisfied regarding some particular factors. These factors can be salary, work schedules, work atmosphere, or level of responsibility.
Therefore, employees who are satisfied with the personal development opportunities offered by their jobs may claim they are unsatisfied with their relationships with their colleagues or their salary conditions.
Absenteeism can be a used as an indicator for employee satisfaction. It is highly believed that there is a connection between satisfaction and work performance. Relationship between satisfaction and voluntary turnover (employees want to leave of their own initiative) has been updated.
Several personal factors are involved in employee satisfaction at work. Still, for ethical grounds, managements and managers often decide to operate on environmental factors.
Increasing interest in safety and autonomy at work, decreasing the stress levels at work, multiplying opportunities, communications and involvement, offering a nice salary, and setting up an assessment of performance objectives are particularly targeted.
The purpose of most job enrichment programs is to act on these settings. Some of these programs aim at giving additional responsibilities to employees, in order to increase work satisfaction.
Job enlargement involves increasing the number of tasks carried out, or the amount of knowledge at stake in the employees’ work. According to studies conducted, job enlargement would increase satisfaction at work, but only if this increase of tasks assigned comes with a salary increase.
The Up Group has always cared about its employees’ satisfaction. This is the reason why it sets up a true skills management policy. The purpose is to empower and include employees as much as possible in building their career within the group and to give them the ability to evolve and get the required skills for this evolution.