Do you want to measure employee engagement or satisfaction? What’s the difference, and what do the results tell you about your company?
Our team specialise in providing research that delivers insight into what employees expect, as well as which services are most critical to increased employee satisfaction, loyalty and engagement.
But, what’s the difference between employee satisfaction and employee engagement, and how do we measure them?
The relationship between an employee and employer is a complicated one that has many different levels. It is also very emotional and personal; people spend a lot of time at work and like to feel valued, needed and to be told that they are doing a good job.
Employee satisfaction is a well-established measure that describes how happy and contented employees are, and how well they are fulfilling their desires and needs at work. Providing ways to increase employee satisfaction is important in maintaining a positive work environment.
According to a study conducted by the Chartered Institute of Personnel and Development (CIPD), the top 5 characteristics associated with job satisfaction are:
- Having an adequate voice / opportunities to feed back views
- Satisfied with job role itself
- Confidence in senior management
- Trust in senior management
- Opportunities to learn and grow
Individuals have different values and attitudes, and what’s important to one won’t be important to others. Our aim with employee satisfaction research is to establish which factors are critical to driving satisfaction within your organisation, measuring how employees respond to these factors (including over time), and helping you develop strategies to increase satisfaction levels.
Greater employee satisfaction may increase loyalty, and also make the organisation more attractive to prospective employees, but ultimately employees must be engaged with the organisation in order to drive its performance.
Employee engagement describes how emotionally committed a person is to the organisation, and how likely they are to go the extra mile, for example by working extra hours to support a colleague under pressure (discretionary effort).
Engagement drivers differ by organisation, but typically include factors such as positive working relationships (especially with line managers), ensuring employees voices are heard and opportunities to learn and grow. Development of clear, motivating organisational goals and good communication of these, is also a key driver to ensuring employees feel they have a sense of shared purpose. The willingness to use discretionary effort to support the organisation, to promote the services of the organisation or to describe it positively outside work are all driven by high engagement.
Ultimately, engaged employees provide better customer service, leading to higher customer satisfaction and therefore sales, which in turn leads to improved business profitability.
TTi Global’s employee engagement surveys aim to first identify the factors that drive employee engagement within your organisation, and then to measure performance against those measures (again, over time), and to help you put in place strategies to improve engagement in the most important areas for your business.
If you’d like to know more about our employee surveys and research, get in touch with us. Or click the chat button below to talk to someone right now.
Why not also take a look at our blog post, Why are your employees leaving?