One of the jobs management needs to be sure to stay on top of is keeping track of the overall satisfaction of its employees. Keeping staff motivated and satisfied with their work is key to maximizing productivity and preventing potential profit losses due to lapses in work. It’s important to note that employees are driven by different motivators, some material, others developmental. The task many HR professionals face is to make use of strong business communication skills to keep abreast of the motivational climate of the workforce, and work to implement a company culture that adequately meets the needs of the staff’s job satisfaction. Salary concerns It should come as no surprise that one of the major motivators employees seek is adequate compensation. According to a recent study from the Society for Human Resource Management, income and compensation was listed as the number one motivator for employees. This represents a change from just two years prior, when the survey indicated that compensation was deemed less important than job security and an opportunity to use skills. While this was consistent among multiple generations of employees—even, surprisingly, the millennial generation—the level of worker surveyed had an impact on the results, as data indicated executive-level employees were less driven by compensation. It’s not all about the money
Despite the fact that a competitive salary and benefits are among the most important things potential employees look for when evaluating job satisfaction, many important considerations actually do not revolve around money. According to Forbes, one of the strongest motivators employees seek out is the ability to feel creative and relevant. In fact, Forbes‘ data reported that relying strictly on monetary compensation can make jobs seem rote and less interesting, stifling creativity at higher levels. The task, then, is balancing the material and the non-material motivators. Low-paying jobs obviously will not attract top talent, but neither will positions that do not put a premium on things like worker autonomy and that emphasize creative problem solving. It may seem trite to say, but happiness is a major driving factor for overall job satisfaction. Ensuring workers are happy and fulfilled not only with the work they are doing do but also with the relationship that management fosters with them is key to encouraging a happy work environment. Keeping channels open between upper and lower level employees will foster an environment of transparency where workers explicitly see the value of the work they do as individuals.