HR Corner

How To Boost Employee Job Satisfaction?

Let’s begin with an example. You have a team of star employees who perform well, are productive and are certainly contributing towards the growth of the company. Everything is going fine until a few of your employees express the desire to leave the company.  Why is that so? You wonder. The most common reason for employee turnover, experts say, is employee job satisfaction.

What does that mean?

Quite simply, employee job satisfaction is whether or not employees are content and happy with their jobs. Typically, employee job satisfaction is measured using these parameters: compensation, workload, relationship with management, flexibility, opportunities, work-life balance, and perks and benefits.

In an article for the Harvard Business Review (January 2017) Andrew Chamberlain highlights that the top predictor of employee job satisfaction is not the salary. It is the organizational culture and values, quality of senior leadership and career opportunities.

According to PayScale survey (2016), Facebook has an employee satisfaction rating of 97%, whereas Google ranks second at 86%. What keeps their employees satisfied? Human Resource Management (2017), mentions some factors that keep most employees satisfied:

Respectful treatment

Given the changing nature of workplaces with diversified teams, cross-cultural workforce, cross-generational demographics, gender gap and religious differences, workplaces that demonstrate fairness and respect towards everyone is likely to keep employees happier.

Organizations must strive to recognize the commonalities, differences, and benefits of such diversity. Building self-awareness, self-reflection, and emotional intelligence will help build a respectful organizational culture.


Even though a big paycheck is not the only aspect that keeps employees satisfied, it is one of the most important factors for job satisfaction.

Management must develop efficient methods to determine pay scales and refrain from ambiguity in how these decisions were made by communicating to the staff. Clarity and timely communication regarding compensation develops trust and satisfaction.

Relationship with senior management

The relationship between employees and senior management should be built on trust. A workplace that lacks psychological safety can lead to a number of issues. A number of studies suggest that leadership style has an important connection to employees’ trust in the leaders.

Studies have found that organizations where leaders promote openness are more likely to have employees who trust the leaders – a critical factor in job satisfaction.

Job security

A condition that might interfere with the continuity of the employees’ jobs can lead to unhappiness. Research has found strong relations between job security and immediate attitudes of job involvement and job satisfaction.

When leaders and managers build a culture of easy communication, both employees and management feel comfortable in talking about the strengths, weaknesses, and performance of employees and the organization. Such an atmosphere makes the employees feel secure and satisfied.


Job enrichment – providing interesting and meaningful opportunities to employees, influences job satisfaction. By performing challenging tasks, employees feel more motivated as they feel a sense of fulfillment and accomplishment.

Organizations can conduct job analysis activities to determine the suitability of tasks according to the employees’ capabilities. By understanding the skills gap, organizations should recognize the employees who have the ability to fulfill missing organizational needs and provide them with challenging opportunities.

What is important for organizations to do?

Running background verification before getting a candidate on board will pay off by building a strong and efficient team. FactSuite’s services in running background verification help organizations avoid dangers of hiring mistakes in a time and cost-effective manner.

Our service portfolio includes customized solutions for organization-specific requirements. Each aspect of our service addresses risks related to specific job roles assuring the company prevention from risks. We help you verify the identity, education, previous employment, criminal background and much more. All the checks will help you minimize your risk and ensure you have an efficient workforce.