5 Killers of Employee Satisfaction & Performance

Employee satisfaction

Employee satisfaction is an important factor in the success of a business. When staff are satisfied with their salary, management and work-life balance, it positively impacts the overall performance of the business itself.

There are many aspects that affect employee satisfaction. It is critical for employers to recognise the primary concerns employees face, in order to help them mitigate these issues. These include:

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1. An unfavourable workplace environment

Employees spend most of their time inside the office. It is no surprise then that being in a space that is less than favourable can affect the way they work.

These include cramped spaces, poor ventilation/heating/cooling and messy, cluttered workstations. Aside from the office interiors, the safety of the workplace is also a consideration. Is the office located in a safe neighbourhood? Are there any safety hazards in the building? Are the furnishings, machines and equipment well-maintained?

When employees do not feel comfortable or secure, the tendency is to develop resentment and lose the excitement which can cause a high rate of tardiness and absenteeism in the workplace.

2. Rigid schedules

Employees increasingly value the importance of having a great work-life balance. For many, being successful does not only equate to having a good job but also being able to balance this with a fulfilled personal life. Many employees may favour a job offer with a flexible working schedule than one with a fixed time.

This allows employees the flexibility to adjust the time that they get to work and not follow a 9 to 5 routine. Employees do not have to choose between missing something important and getting penalised for being late to work.

Many companies may think that giving employees the flexibility with coffee breaks is a productivity killer but some experts suggest that allowing employees frequent micro-breaks actually increase productivity rather than curtail it.

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3. Lack of recognition (yes, it can decrease employee satisfaction)

When employees feel that their hard work is not appreciated by management it can lead to a feeling of demotivation. Instead of being driven to work harder, employees who lack motivation tend to only go through the motions of their work and not contribute valuable inputs.

When an employee achieves something monumental, sometimes saying ‘Great job’ is not enough and employment perks should be considered. According to one study, more than 50% of employees in the UK would leave their current job if they are offered another job with more perks*. However, it has to be something the staff will actually appreciate and use. Many companies have used Leaders in Heels planners as corporate gifts and incentives.

4. No clear career growth

When employees feel that their career is going nowhere, this can be a real satisfaction buster. To retain their best employees, companies must keep employees engaged and allow them opportunities to grow. This does not only refer to the monetary compensation, but also to how an employee’s career could evolve over time.

These plans must be communicated early and clearly as a lack of communication makes employees is demotivating. To avoid this, managers can utilise annual performance reviews to convey the importance of career development. Performance reviews are also a venue to mentor employees and set measurable goals that they need to achieve to grow their careers.

5. Unbearable workload

Companies to want to be productive and get the best out of their employees. Maximise their resources, including their staff, is vital to success. However, it is not unusual to hear of employees doing the job of two or more people all by themselves. While some business owners may think that this practice saves them money, this can make companies lose more.

Stressed and overworked employees are hardly productive in the company. They tend to make more mistakes, cause tension and ultimately resign.

Employers must make sure their workers have clear job descriptions and expected results are well communicated early on, to avoid any misunderstandings in the future. If there are additional tasks, consider outsourcing these rather than burdening employees.

Nathan SharpeAbout the author
Nathan Sharpe has been a self-employed business advisor for a number of years, identifying ways businesses can grow and evolve. He has a wide knowledge base to share with business owners and leaders alike, which you can read about at www.biznas.co.uk



* Emma Elsworthy, 2019, British Employees Want Flexible Working Hours And More Staff Benefits, Study Claims, The Independent.