Employee Satisfaction Case Study

1. How can leaders improve employee satisfaction? Leaders can improve employee satisfaction by employee orientation, creating a positive work environment, provide competitive benefits, career advancement opportunities, involve and increase employee engagement, evaluate and measure job satisfaction, recognition, and rewards.Employers should look for ways to give employees more control over their schedules, environment, and/or work habits. Employees will be able to create a place they enjoy working in rather than being stuck in a bland office cubicle. Each employee can set personal goals, and they will feel a sense of accomplishment rather than obligation. Employers can create an atmosphere of growth by providing training, acknowledging benchmarks,

Employees will become bored and lose motivation if they are never given an opportunity to expand their skills and responsibilities. The employer needs to spend time, money, and energy on programs, processes, and factors that will have a positive impact on employee satisfaction. Effective communication is important to let the employee know what’s current situation of the organization and is correlated with low employee turnover or intention to leave, while ineffective communication is the reverse. The employer should maintain an open door policy, and encourage staff to approach them to ask questions, share ideas, and feels strong bonds of trust, they will share issues openly. If employer failing to provide opportunities for growth and development than risk employees feeling like they aren’t making progress as professionals, which leads to dissatisfaction and burnout. In order to be satisfied at work, employees need to feel appreciated and a leader needs to be specific in expressing their appreciation so that it reinforces

They have no intention of staying with one company for their entire career. Organizational renters criticize leadership and their coworkers, a complaint about even the smallest of matters and make excuses for their shortcomings. They chronically complain without offering a better or workable alternative.They take shortcuts that often lead to rework for their coworkers and ignore the rules including those relating to safety and respect in the workplace. Whereas, owners accept full responsibility even when it is not formally assigned, believe deeply in their mission, collaborate with others, take initiative and hold co-workers accountable to the same high standards. Every leader has a responsibility to foster the mindset and behaviors that serve as the foundation for an ownership culture. Employees who feel a sense of ownership tend to go the extra mile to do right by the organization. They show respect and a sense of caring about the wellbeing of their coworkers and the organization. Owners truly reflect an understanding that the success of the organization they work for has a direct impact on their long-term employment,