A work satisfaction – a kiss of death or a lifebuoy?

Let’s start with the basics: what is organizational satisfaction and why is it good to constantly measure it? Organizational satisfaction is perhaps the best-known concept in work psychology. Its tradition dates back to the 1950s, and this nearly century-old body of knowledge helps professionals to thoroughly understand the emerging issues in the field. Opinions vary on whether the Herzberg theory resting on the Maslow pyramid is true, that is, whether a satisfied employee performs better – some believe that greater performance can be expected after satisfying primary needs, while others think the opposite. However, it is undisputed that satisfaction affects the retaining power of an organization.

2024. 04. 26.
Next to the "Yellow Fellows" comic book caption, Max, the cartoon T-rex dinosaur, stands pensively in a suit.

How do we start measuring satisfaction?

First, it is important to clarify the purpose for which we want to conduct the measurement. Do we want to address an existing deficiency or do we want to get a clear picture of our organization’s current situation for preventive purposes? Once we have clarified this, we only need to choose from the existing tools. The most popular methods include traditional questionnaires, in-depth interviews, and focus group research. Here comes the next important question: should we conduct the research internally or should we engage a third party? Of course, we know that conducting a thorough survey within the company is not only time-consuming but also resource-intensive, and moreover, the end result is rarely objective. Therefore, it is worth trusting a third party who can collect quality data, assess its results with great expertise and thoroughness, independently.

Comic strip: Max wanted to make sure his team was happy at work, but a recent survey on the subject left him feeling inadequate. Despite the positive results, he felt something was wrong. With the help of an HR guru, Chill, Max learned that in-house surveys were only scratching the surface. They decided to liven things up with one-to-one chats between Max and employees to uncover their hidden concerns and make the workplace a more enjoyable place to be.
Max, wanting to ensure his team’s happiness, checked a recent survey but found it lacking. Despite the positive results, he felt a vibe that didn’t quite match. Seeking advice from Chill, an HR guru, Max learned that in-house surveys only scratch the surface. They decided to spice things up by initiating fun one-on-one chats with employees, aiming to uncover any hidden concerns and sprinkle some joy into the workplace.

How can we help?

If we want to delve deep into the roots of the problems and gather credible information, involving an external team of experts is almost indispensable. There is a simple reason for this: employees are less likely to open up and respond honestly to sensitive questions in front of their superiors, as they fear the consequences, and many find these situations uncomfortable. An experienced employer branding agency can provide an objective, accurate, and comprehensive evaluation of the collected opinions, as well as offer solutions to identified deficiencies. Let’s take our own example: during an external survey, we held focus group discussions where female employees of a plant revealed that for months they had been going to the restroom in pairs because despite repeated notifications, a burnt-out lightbulb in the restroom had not been replaced, forcing them to use the men’s restroom. This highlighted that, for example, the feedback from the employees did not reach its target, there was no reaction to it, so they rightfully felt that their request had been ignored, thereby damaging trust. If we do not address the received feedback, it leads to high turnover, which, in addition to the loss of valuable workforce, also causes financial losses, as recruiting and training new employees increases a company’s expenses.