Are you happy in your job?

 

The concept of job satisfaction has taken on new dimensions in today’s workplace. As we navigate a landscape reshaped by global changes and the rise of remote working, it is useful to reconsider what job satisfaction means in the modern era.

 

The definition of job satisfaction typically revolves around feeling fulfilled, engaged, and content with one’s work. There’s a growing recognition among employers of the need to prioritise the well-being and satisfaction of their teams. This shift is not just for the individual workers’ benefit, though…  it’s a strategic move to boost overall performance through increasing productivity and motivation and decreasing staff turnover. The Circular Board recruitment website reported on research that job satisfaction rates in the UK are among the lowest in Europe, with only 64% of employees stating that they are happy in their current role. They suggested that job satisfaction has fallen by 10% in the previous three years.

 

So, what drives job satisfaction? A report by the Institute of Leadership and Management found that the following factors motivated employees:

1. How much they enjoyed the job
2. How much money they were paid
3. How well they got on with colleagues
4. How well they were treated by managers, including showing interest in ideas and welfare
5. How much control they had over their work
6. Not having to work long or irregular hours
7. Having flexible working hours or being able to work from home if necessary
8. Getting rewards or bonuses for working well
9. Access to training, development, or new qualifications

 

The research also suggests that workers fall into four categories of motivation types. Identifying which one you are, or which of these your employees fall into, can greatly help workplace satisfaction and motivation.

 

Career Climbers

“Most interested in training, development and their career prospects. They are also likely to be under 35 and hard workers.”

In the current climate, where career paths are increasingly non-linear and technology-driven, enhancing their job satisfaction might involve:

• Providing access to training and skills development
• Offering networking opportunities
• Workplace mentoring schemes
• Opportunities to climb the career ladder
• Emphasising upskilling opportunities, especially in digital competencies and leadership skills, to prepare for the future of work.

 

Sociable Workers

“Most motivated by getting on well with the people they work with, the Sociable Worker is on a below average salary, respects their manager, works hard and enjoys their job, which gives them great satisfaction. They are least likely to say they work because they need the money.”

The Sociable Worker, motivated by camaraderie and positive relationships at work, finds new challenges in the era of remote work. To boost their job satisfaction in today’s context:

• Help build positive working relationships by giving regular feedback and coaching
• Create a strong, dynamic team and regular employee interaction opportunities
• Focus on socialising events outside of office hours
• Fostering virtual team-building activities and creating digital platforms for social interaction can play a crucial role

 

Flexi-Workers

“Being able to work flexibly, from home or with varied start and finish times is important to the Flexi-worker. They’re likely to have been with their employer for a slightly above average length of time, be more qualified than the average employee and get on well with their manager.”

The Flexi-Worker, who values flexibility in their working arrangements, has become increasingly common. With the widespread acceptance of remote work, enhancing job satisfaction for this type of worker involves:

• Prioritising the development of a system where flexi-time or remote work can be achieved
• Attracting new employees by offering rewarding part-time jobs, contracts or freelance work
• Continuously improving remote work policies and offering hybrid work options to balance office and home working environments

 

Financially Focused

“Financially focused individuals choose performance-related bonuses as their top motivating factor and place the greatest emphasis on financial rewards and the importance of money. They’re also least likely to enjoy their jobs and tend not to have warm feelings for their employer or their manager.”

For Financially Focused employees who prioritise monetary rewards, the changing economic landscape brings new considerations. To increase their job satisfaction in the current climate:

• Use financial rewards for hard work, such as bonuses
• Implement a clear pay-increase structure
• Treat work as a transactional, formal arrangement
• Consider bringing in performance measures specifically suited to remote work
• Work on ensuring clarity and transparency in all financial reward systems

 

As we continue to navigate through a transformed job landscape in 2024, understanding and building job satisfaction remains a difficult yet crucial task – nobody wants to spend their working days feeling miserable and unsatisfied. Both employees and employers need to adapt to the new norms, focusing on what motivates and fulfils individuals in their professional roles.