Ensuring employee satisfaction

Ensuring employee satisfaction

A few such enlightened companies treat their employees as valuable assets rather than mere wage numbers. The reason is simple - employees should feel part of the company. For this to happen every employee has to be free from worries and tensions, as far as possible.

Then only each employee can give the best towards the welfare of the company of which every individual is part. Personal problems of employees may not be solved by the company but it would at least provide them basic needs and, more importantly, a workplace where there is an environment of freedom and so it would be a joy to work, than a mere chore.

It may not surprise anyone that an employee in a company, which is paying well and is a stable company desires a change. He would rather work in a place where he is recognised as a person with feelings and ego.

Thus, the working conditions play a vital role in an employee’s desire to give his best for the team. This just does not by chance. The superiors have to create a conducive environment of glasnost where dissent is not only tolerated but also encouraged.

The boss is not some stiff character sitting in his air-conditioned office, but one who is more of a friend, guide, coach and philosopher. He is there to lend his shoulder for a junior to cry on, when it comes to that. He is not a master chaser but one who is a facilitator.

He may not be a fountainhead of all knowledge but willing to admit his errors of omission and commission and is willing to learn even from his subordinate. Thus, the people working in his team see the boss as someone to be approached who can help when the need arises. The more responsibility an employee gets the better for his self-development as well for building confidence in his ability as a multi-dimension person. A company has to think and plan the career development of each employee however lowly he is.

Rotation of jobs and developing multi-skills are assuming greater importance in view of an open market economy. The trend is to have smaller viable units, which are lean and strong. This means each employee, as far as possible, is trained to handle a variety of jobs to increase flexibility.

Employees who work and are trained in such a company are grateful that their “marketability”, both within and outside the company has improved.  Much has been talked about a “compensation” package, which depends upon the paying capacity of an organisation. Those who promise a high wage and other benefits may not be able to keep such promises for long.

On the other hand those who pay as per the industry / area-wise norm are in a better condition to continue such wages and compensation package. What an employee looks for is stability and continuity. Often, an employee wishes for a promotion rather than higher wages.

This is because promotion is an eye-catcher and an attention getter in the organisation and outside. A company, which has better plan for career development of employees, including promotional prospect, has a definite edge over another, which is stingy about promoting an employee.

Attracting talent and retaining them is a matter of deep concern for any organisation in these days of intense competition.  Several factors work in employee satisfaction index and so an organisation has to innovate to keep abreast of techniques, which enhance employee satisfaction. “We care for you,” should be a strong message from the CEO.

(The writer is a Consultant Q & M, dbnvimi@gmail.com)

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