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Boosting Job Satisfaction

Updated: Apr 19, 2023



Photo by Kenny Eliason on Unsplash


Over the last few years, as a recruiter, I have spoken to many candidates about the reasons why they might be open to a career switch. When I speak with a candidate, before discussing specific vacancies, I first want to know what their top three values are. I would like to understand what is important to them if they decide to switch jobs. If I think the vacancy we are discussing does not match the candidate's values, it may not be a suitable match for that particular vacancy.

I believe it is crucial that if a candidate decides to switch jobs, it aligns with what they find important in life. The answers I almost always hear are job satisfaction, freedom, and pleasant colleagues. Although they may already have freedom and a great team, most of the people I speak to do not feel satisfied in their current role.


Strategic Planning

As in any relationship, lack of communication can lead to breakups. There are many ways to keep an employee satisfied, but you can only determine the most effective way by engaging in a conversation. It is understandable that in the busy workweek, a conversation can be lost. However, I think it is essential to prioritize regular meetings with employees and make them a top priority.

Ask them that daunting question, "Imagine you were approached for a new role, what could convince you to take it?" By asking this question, you can shape their current role and make adjustments to keep them engaged and motivated.

Employees want to have a clear vision of what their next step can be, so it's essential to have a strategic plan in place that you can follow together. This plan should outline their career development goals, potential growth opportunities within the company, and the skills they need to acquire to reach their objectives. By supporting your employees' career development and offering them chances to progress in their roles, you can create an environment where they feel fulfilled and content with their jobs.


Empowerment

Often, candidates are interested in the roles we have to offer, where they can be a part of a new commercial team (because we work a lot with tech startups). A reason I hear frequently is that they are interested in these positions because they believe they can make a difference.

One way to help employees feel like they are making a difference is to encourage them to take ownership of their work and give them the autonomy to make decisions and contribute their ideas. When employees feel that their opinions are heard and valued, they are more likely to be invested in their work and feel like they are making a difference.When employees feel that they are making a difference, they are more likely to feel a sense of accomplishment and job satisfaction.

Appreciation

Another thing I often hear from my candidates is that they do not feel appreciated. When employees feel appreciated, it can boost their job satisfaction levels significantly. Showing appreciation can come in various forms, such as recognizing their hard work, praising their contributions, and celebrating their achievements. As an employer, you can recognize and celebrate employee achievements by organizing events or activities like employee appreciation days, team outings, or milestone celebrations. Another way would be to write notes or emails expressing appreciation for a job well done or acknowledging specific accomplishments of the employees. By genuinely expressing appreciation on a regular basis, such as saying "thank you" or recognizing their efforts verbally, you can go a long way in making employees feel valued and appreciated.

Despite all the efforts and strategies mentioned, sometimes it's not possible to prevent an employee from leaving the company. There are many external factors that may influence an individual's decision to seek new opportunities. However, by prioritizing communication, empowering employees, and showing appreciation, you can create a positive work environment that fosters job satisfaction and employee retention.

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