A stable and committed workforce can make a fundamental difference to the success and performance of a business and that is why many employers take the subject of employee satisfaction very seriously.
If a business has employees who are disengaged and lack any motivation it is not a good reflection on the business and often shows in the way they interact with customers, which is not good news for the future prospects of the company and can often lead to a high turnover of workers.
A problem for companies of all sizes
It would be a fair assumption to make those large businesses have an advantage over smaller enterprises when it comes to prioritizing employee satisfaction as they have the HR and financial resources at their disposal to invest in motivational schemes and benefits that are designed to engage their workforce.
Interestingly, if you break down employee satisfaction surveys, like the one produced by Gallup on this subject, it seems that firms with less than 26 employees tend to enjoy having a higher percentage of engaged employees compared to larger organizations.
It seems that a long-held belief surrounding the offering of financial incentives to workers works as a motivational tool is being challenged by the findings of surveys such as this.
Some people will always be motivated by money, but give an employee a real sense of purpose and identity within the business and it is likely to be more effective in creating employee satisfaction than simply offering cash incentives.
It seems employee engagement is a problem for companies when they are approaching the subject from the wrong perspective.
The modern workplace is a far more complex and challenging environment than ever before and you could argue that a number of businesses are not prioritizing employee satisfaction enough simply because they are taking a one-sided view of the subject.
Employee motivation is not just about money and a business can’t expect to buy loyalty and total commitment by throwing money at the problem.
A key principle of employee engagement is mutual respect and if a business displays trust and respect toward its employees it is more likely to motivate workers to believe that the working relationship is mutually beneficial.
It is clear that a business can’t expect high employee engagement levels if it is not offering the same level of meaningful commitment in return, beyond offering financial rewards for good performance.
Building a culture
Some business owners are clearly not prioritizing employee satisfaction enough and that is probably reflected in the staff turnover levels they experience.
On the other hand, building a culture within a business that is based on mutual respect and trust is more likely to create employees who feel valued and respected, causing their motivational and satisfaction levels to rise as a result.
It is no coincidence that companies who consistently rank highly in employee engagement and satisfaction surveys tend to perform well and experience growth and that should be enough evidence to suggest that employee engagement is something to take seriously.