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Job Satisfaction Survey

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Surveys and Assessments for Job Satisfaction Survey

Employee satisfaction or job satisfaction is, quite simply, how content or satisfied employees are with their jobs. Employee satisfaction is typically measured using an employee satisfaction survey. These surveys address topics such as compensation, workload, perceptions of management, flexibility, teamwork, resources, etc.Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Employee satisfaction is the extent to which employees are happy or content with their jobs and work environment. It is possible to distinguish two ways of measuring job satisfaction: general job satisfaction measuring the overall satisfaction of the people surveyed regarding their job – and partial job satisfaction measuring people’s satisfaction with different aspects of their job (for example, working conditions, working hours and income).

Need for these surveys arise when it is observed that employees:

  • Do not feel connected to the organization
  • Lack sense of ownership and responsibility towards the given job
  • Lack of acceptance towards initiatives taken by the management
  • Depict trust issues
  • Have higher attrition rate
  • Depict lack of acceptance towards initiatives taken by the management

These surveys help you identify

  • Key drivers of your employee engagement
  • Factors because of which employees get demotivated
  • Best practices within departments and cross-functional teams
  • Extent of role clarity among employees
  • Genuine feedback for the management, systems and processes
  • Impact of current programs, policies and procedures on employees

Post assessment data analysis help you

  • Set benchmarks across departments and levels
  • Create yearly engagement plans
  • Promote key drivers of employee engagements
  • Resolve issues which demotivate and disconnect employees
  • Take areas of opportunities from employee’s feedback and develop an improvement plan on it.

End benefit

  • Higher acceptability and ownership factor among employees
  • Higher trust among employees at different levels
  • Transparency and better communication at all levels
  • Lower attrition rate
  • Less efforts in setting and sharing expectations
  • An opportunity for an organization to strengthen its systems and procedures
  • Reflection on the current status of organization’s internal health

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