Employees are the core of every company. Without them, not one company would be able to succeed in the online market. That’s why it’s of the utmost importance to treat your employees well and ensure that they’re satisfied at work.
Unfortunately, many business owners fail to understand employee needs in the first place. Not knowing what your workers want or need prevents you from helping them out or improving the workplace to suit their needs.
This leads to a decrease in productivity, morale, and efficiency, not to mention overall performance. The end result is high turnover rates that cost companies more money than they’ve imagined.
So, how should you approach the matter and ensure your employees’ needs are being properly met?
The simplest and most reliable way is to conduct an employee satisfaction survey. Here, you can ask employees about various aspects of their job so that you can determine not just what your employees want or need but also how they feel working at your company.
The important thing is to encourage them to be honest and objective without the fear of retaliation. Moreover, it’s vital that you ask all the right questions so that you can discover any lingering issues.
With that in mind, here are a few questions you need to ask in employee satisfaction surveys.
- 1 What’s your opinion about the work environment?
- 2 Is the amount of workload overwhelming?
- 3 What’s your relationship with the management?
- 4 Do you have the right means to do your job?
- 5 Are you properly recognized for the work you do?
- 6 Are there enough growth opportunities in the company?
- 7 Are you being rewarded for your work?
- 8 Takeaways
What’s your opinion about the work environment?
It doesn’t matter, if you are working in the best web design company or you have a manufacturing company, it is well-known that the work environment is essential to employees. When someone mentions the work environment, many company owners immediately assume it’s about the office layout.
Yes, no one in their right mind would enjoy working in a cubicle. That’s how you develop a crippling depression, not how you work productively.
But no, the work environment is not just about the office layout. It’s about the overall environment you have to work in every day. It actually consists of three important aspects.
- Physical environment – This refers to furnishings, facilities, location, layout and so on.
- Company culture – Company culture encompasses how the company and its employees operate, the level of communication, company core values and goals, code of conduct etc.
- Work conditions -This refers to important elements, such as the presence of work flexibility, work-life balance, terms of employment, work hours and so on.
You must find out what your employees think and feel about these factors because they are the ones who operate in this environment every day.
Is the amount of workload overwhelming?
Overworking employees can only lead to a disaster. At the first signs of burnout, employee productivity will decrease, and their efficiency and motivation will follow the same trend. This is something that should be avoided at all costs.
Moreover, this is one of the most important questions you have to ask. If employees feel overworked, you can start developing a strategy to remedy the issue. For instance, you may hire a web marketing company to outsource some of the work and delegate the workload.
In addition, you may consider hiring additional employees to ensure maximum efficiency. Employees are not just means to an end. They are human beings that can only go so far before they break down completely. If this happens, you’ll have a lot of turnovers on your hands to deal with.
What’s your relationship with the management?
Let’s be honest here. In most cases, the relationship between managers and employees isn’t so great. More often than not, employees view managers as people who never did the job they do but are telling them how to do their job, nonetheless.
This can be quite problematic, especially if the issue is left to fester over time. The relationship and communication between managers and employees need to improve.
Otherwise, employees won’t hesitate to leave your company and seek employment elsewhere. This is especially true if there’s a lot of micromanagement in the office.
A manager breathing down your neck, closely monitoring everything you do and correcting trivial things at every step of the way is not something employees consider motivational.
Sometimes employees overreact, but sometimes managers go too far. You can’t know which is which unless you get to the bottom of it.
Do you have the right means to do your job?
It’s no secret that companies rush to adopt new technologies so that they can gain a competitive advantage in the market. However, the employees are the ones that end up using that technology. If they’re not well-equipped to deal with the new tech, they won’t be able to utilize its full potential.
Therefore, it’s vital that you ask your employees if they have the right means to do their job well. That doesn’t just include having the right tools and technology at their disposal but also the right education and training on using those tools in the best way possible.
If you provide a new tool to an employee who’s never seen that tool before, they’ll grow frustrated because they don’t know how to use it properly.
On the other hand, if you educate them before introducing them to the new tool, they’ll become more engaged and satisfied because they have more efficient means to do their job.
Are you properly recognized for the work you do?
Employees engage in various tasks each day. After a while, everything they do becomes monotone and starts to feel pointless. However, that’s only the case when you fail to provide them with much-needed recognition for all the work they do.
Recognition gives people a sense of purpose. It helps them feel like they are actually contributing to something relevant and important.
When it comes to employee engagement, recognition is one of the most important factors that can have a huge impact on how employees perceive the work they do.
A simple “keep up the good work” or ” you’re doing a great job” can go a long way in improving employee morale.
Some companies even send out personalized emails to thank individual employees personally, while others prefer a more face-to-face approach. It all depends on employee preferences.
The important thing is to ask employees if they feel neglected and if the work they do seems like a never-ending chore no one cares about. In that case, you’ll have to show them that you do, in fact, appreciate all the work they’ve been doing.
Are there enough growth opportunities in the company?
Personal growth is something everyone strives for. We all want to reach new heights and accomplish goals that will make our lives that much better.
The same goes for your employees. No one wants to be stuck in one place forever. They want an opportunity to grow and advance in their career so that they can reap more benefits, such as more flexibility, more responsibility, a higher salary, and so on.
If you don’t provide employees with a chance to advance or grow, they might consider working for someone who will provide them with such opportunities. That’s why it’s important to ask employees whether or not they’re satisfied with current growth opportunities at your company.
If not, then it’s time for you to devise a strategy that will provide employees with additional training, better education, and the chance to hone their existing skills or learn new ones. That way, they can grow and seek new opportunities to advance in their careers.
Your employees will not just appreciate the fact that you’re investing in their development, but they’ll also become more satisfied and, more importantly, loyal to your company.
Are you being rewarded for your work?
Rewards are great motivators when it comes to employee satisfaction and productivity. It’s similar to recognition. If employees feel left out and neglected, then the work they do seems to have no meaning at all.
However, if you reward your employees for reaching a milestone or overcoming an obstacle, their work becomes more meaningful. It motivates them further to do their best, especially when they know they’ll get something more out of it than just a promised salary.
But how do you reward employees properly? Getting a raise is always a nice reward, but not everyone is interested in that, nor can you keep boosting salaries after each milestone.
That’s why you have to be creative and provide employees with something else of equal value. A good example is additional vacation days or more work flexibility. Employees need a solid work-life balance, and if you can help them achieve that in any way, they’ll greatly appreciate you for it.
Employee satisfaction should be a priority for company owners. However, you simply cannot cater to every individual in your company. That alone would be a monumental undertaking.
But if you ask the right questions, you can ensure overall employee satisfaction through various strategies and deeds.
Of course, getting to where you want to be is a long process, and you’ll have to settle for taking one step at a time. Still, if you make an effort, you can turn your company into a place where people truly enjoy working.
Ellie Northcott is a long-time marketer, currently working as a freelancer in Miami, Florida.
She is also a passionate writer and loves to explore new, innovative and digital news.
In their spare time she is an eco-activist.