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Employee Satisfaction
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Employee Satisfaction
For every news story, thereÂ’s a workforce-management angle. Discuss them here, or read Work Views for more opinions.
Todd's column on the peril of placing too much emphasis on employee satisfaction struck a chord with me.
I know that there is a significant body of research that says the reverse from his point of
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Forums » Topic Forums » Work Views » Employee Satisfaction
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Employee Satisfaction
posted at 5/3/2002 2:21 AM EDT
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Posts: 11
First: 4/23/2002 Last: 9/11/2002 |
Todd's column on the peril of placing too much emphasis on employee satisfaction struck a chord with me.
I know that there is a significant body of research that says the reverse from his point of view -- and that employee satisfaction that doesn't translate into the right behaviors that advance the business is useless. What are your experiences? Can we have employees who are satisfied, even if they wouldn't describe themselves as happy? What behaviors would you demonstrate when satisfied that you would not demonstrate if unsatisfied? Is happiness overrated? I appreciate your comments! Sean |
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Employee Satisfaction
posted at 5/3/2002 3:57 AM EDT
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
If happiness were all that employers needed to provide their employees, they would probably do it.
Employees who are well-suited to their jobs are challenged by and enjoy their jobs. Are they satisfied, yes, but they may not know why they are satisfied. Employees who are not well-suited to their jobs may be over or under challenged and don't enjoy their jobs. Are they satisfied, no, and they may not know why they are not satisfied. Some employees with a poor job fit can be satisfied but not productive. The point is that employers need to hire competent employees who have a fit for their jobs. Making an employee happy who has a mediocre to poor job fit is just throwing money away. |
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Employee Satisfaction
posted at 6/9/2002 4:46 PM EDT
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Posts: 363
First: 7/30/1999 Last: 9/29/2005 |
I think HR pros and consultants would be able to answer a lot better than I can...and some articles on this site answer this question in detail...but in the meantime, I would think it would demand on your industry and business. If you're trying to get planes to arrive on time, you're probably going to measure human capital by it's ability to get planes to arrive on time. If the employees in Houston get the planes to arrive on time more often than the employees in Chicago, then all other factors being equal, I'd think you've got better employees in Houston (or employees who are trained better or are working together better). |
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Employee Satisfaction
posted at 6/10/2002 1:50 AM EDT
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
Sean:
/>So how do we measure fit?< Measuring job fit is not hard to do. What is hard to do is to convince a manager that he can do it easily, quickly and cost-effectively. Managers often think they can't do it because they've never seen it done. />what do we do differently to be more successful at measuring the human capital impact?< Job fit is unrelated to job descriptions, past experiences, education, GPAs, interviews, etc. Job fit is measured by an assessment in about an hour. Bob |
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