The last thing you want is for your employees to feel bored at work. As David Bolchover says in his book The Living Dead, your employees could be surfing the internet or doing anything else non-work related because they might not have anything meaningful to do at work and they no longer have an emotional attachment to their jobs. Employees need to feel challenged and excited about work, however changing their mindsets will not be easy.
The difference between employee satisfaction and employee engagement and why you want your employees to have both.
Employee satisfaction and employee engagement are buzzwords that are often used interchangeably, although they may sound similar, they mean different things. Employees who come to work just to be paid may be satisfied, but not necessarily engaged. They want to get the work done, but may not care how it affects the business. An engaged employee, on the other hand, cares about the growth of the business. To ensure you keep your employees both engaged and satisfied, you need to implement an approach that will track and improve employee satisfaction.
Employee satisfaction and performance is a good indication of the future success of a business. This item should always be one of the key performance indicators on your scorecard. Feedback is a crucial step in the improvement process. Think about the important role a coach plays at matches. Employees need encouragement from management and to be regularly evaluated on their performance. And if employees are scoring badly, how do you motivate them to do better, without causing them to become disgruntled? If you would like to find out more about how to communicate important information effectively to your employees, follow this comprehensive guide to improve your internal communication in the workplace.The guide shows that employees prefer to receive information from their supervisors and through a face-to-face interaction.
According to the Harvard Business School, “Hundreds of companies have successfully used the balanced scorecard to align the actions of their employees with the aspirations and goals of top management.” and yet everything can easily fall back into chaos, if company scorecards are not kept up-to-date by re-aligning them according to company goals. And employers should not think ‘realignment’ in the sense that you can adjust a few dials to get your employee satisfaction back where you want it to be.
Things to consider when creating your employee satisfaction scorecard
Follow these steps when drafting your scorecard:
- Firstly, determine how you will use the scorecard to improve employee satisfaction. For example you may have a diligent employee, but they have a problem with cleanliness, you can then use the scorecard to point out this fact to them.
- Next, consider which format to use, you can use a simple computer program template that will outline which parameters to use. Be sure to make a scorecard for each employee and add their name and position on the top. Assign a time period for each card, you may want to measure your employees for six weeks and you can update their progress as the weeks go by.
- Pick a scale, for instance 1-5, 1 being the worst and 5 being the best. If you rate an employee on their ability to keep deadlines, they will receive a 5, whereas someone who hardly ever meets their deadlines on time will receive a 1.
- Set the parameters for what you want to focus your measurement on. It will be different for each employee depending on their job description. You can focus on customer service, ability to follow directions, cleanliness and self-motivation. For a non-client-facing employee customer service will be irrelevant to measure.
- Share the scorecards privately with each employee and after the process, talk to your them about their rating and how they can improve themselves. Perhaps they feel overworked, reassure them that you will work on lightening their load, or if they feel underskilled you can suggest booking a workshop or training session for them. If you are speaking to a fully engaged employee thank them for their loyalty and let them know that they are a valuable member to the team.
We find that the best way to motivate a document manager for instance, is to give them the most reliable tools available to make their jobs that much easier. Find out more in our comprehensive guide to dynamic document management eBook.
Image Credit- Perrigo