RSPJ.co.id – Job Satisfaction Survey: Knowing how satisfied your employees are helps you to know if you are doing things right or if there are areas or aspects to improve to guarantee their stability and permanence.

The purpose is to continue promoting the growth of your business thanks to committed and more productive collaborators, and for this it becomes essential to measure the level of enthusiasm that your employees currently have. One of the ways to achieve this is simply to develop and implement a job satisfaction survey.

There are a lot of people in your company who might be hating what they do or just not feeling motivated. This, in the long term, can have consequences in your daily operations.

Therefore, it is essential to discover how to measure and improve job satisfaction through a survey and thus make sure what the employees of your company think and what are the points that you could optimize to have a more pleasant and productive environment.

What is a job satisfaction survey?

A job satisfaction survey is a questionnaire that measures the level of satisfaction of the people who collaborate in a company with respect to the various components of their work. Their goal is to provide actionable data to improve your experience and thus maintain and increase productivity.

A job satisfaction survey can include several types of questions, for example: checkboxes, rating scales, and open-ended responses.

What is a job satisfaction survey used for?

A job satisfaction survey can provide invaluable information on how the company can improve the employee experience, in order to foster business growth and improve the work environment. Among some of the data you can obtain are:

Wellness
Commitment
Retention
Productivity

These types of questionnaires provide a great opportunity for employees to express themselves. This allows generating changes in the company considering those aspects that are most important to the workers.

How to do a job satisfaction survey?

1. Use clear language

While a job satisfaction survey is a technical resource, it should not use difficult-to-understand corporate language. Make sure your surveys read like everyday conversation to get employees to provide honest answers.

Some recommendations are to formulate short and concise sentences, and avoid words that do not provide a true context or are incomprehensible to collaborators.

Avoid ambiguity and try to make your writing clear, concise, and with easy-to-understand words. An incorrect choice can change the way employees interpret the questions and the results obtained will not be useful.

2. Choose a person in charge to carry out the survey

Although job satisfaction surveys can easily be delivered on sheets or through a specialized program, it is best if there is a leader or person in charge of carrying them out; it should explain to employees its purpose and how to respond to it. He then needs to summarize the key findings, analyze the data, and make sure the company uses the results effectively.

This responsible person is usually a representative of the Human Resources area, but that decision may vary, depending on the staff your company has.

3. Make use of technology

It may seem simple to make a job satisfaction survey on loose sheets that you can hand out to your employees, but doing so can put your results at risk as this physical fitness resource can be lost, tampered with or damaged.

For this reason, it is suggested to incorporate some technology to develop your survey through some type of software or application, which are usually much more comfortable for collaborators and have monitoring tools for a more adequate, timely and effective analysis of results.

4. Select the right questions

The questions you ask and the way you apply surveys can help you get better results. If you don’t know very well what kind of questions to ask, don’t worry; Below you will find some examples that you can incorporate into your questionnaire.

5. Analyze the comments obtained

The person in charge of carrying out and following up on the job satisfaction survey should present the results to the indicated team and make some suggestions on how the company can make use of the data that the employees provided.

If it is not the first time that this type of survey has been carried out in your company, it is possible to establish a comparison with previous samples, to find out what they have improved in, what aspects did not improve and what are the new areas of opportunity that they can take advantage of.

What questions can be asked in a job satisfaction survey?

The choice of questions for your job satisfaction survey is very important. For this reason, we share some questions that you can include when preparing your document or resource.

Questions related to the management of your company

Do you feel valued for your contributions?
Do your superiors communicate the news of the company in an effective and timely manner?
Does management seem interested in the success of the team?
How transparent do you think the management of the company is?
Do you think the work is distributed evenly and fairly in your team?

Questions related to company culture

Do you enjoy coming to the company every day?
Do you feel connected to your coworkers?
How open to change do you think the organization is?
Do your leaders, managers and immediate bosses value your comments or suggestions?
Is there a clear understanding of the objectives of the company?
Are you clear about what your role requires to meet the general objectives of the company?

Questions related to your current activities

Do you think your work is meaningful?
Do you feel that you make contributions to your work team?
Does your work team inspire you to give your best?
Does the company offer you adequate opportunities for professional growth and development?
Does the company provide you with the tools and technologies you need to easily do your job?
Do you feel that your job responsibilities are clearly defined?
Do you feel that your work takes full advantage of your skills and abilities?
How comfortable do you feel with the company, with your superiors and with the work you do?
Are you satisfied with your work in general?
Will you be working for the same organization in the next 2 years?

Feel free to include in your questionnaires as many questions as you think are appropriate. You can be more specific so that you get the clearest possible results.

3 Examples of Job Satisfaction Surveys

To fully understand a job satisfaction survey and how to develop it correctly, we share some examples so that you can also choose which one is best for you.

1. Job satisfaction survey with statements on a scale from 1 to 5

A job satisfaction survey doesn’t have to be made up of just questions. The affirmations also serve to know what the employees think. You can apply this survey using different scales, for example, from 1 to 5 or from 1 to 10, depending on what is most convenient for your analysis.

You can divide the affirmations into groups. For example, ask your employees to rate the statements about the management of your company first, then their superiors, development opportunities, their level of enthusiasm at work, etc.

2. Job satisfaction survey with questions on a scale from 1 to 10

Similar to the previous type, this one can also be measured on a broader scale; But instead of making statements, you ask employees open-ended questions.

You can organize questions by categories or areas according to the results you want to obtain. In this way you can have more control and analyze with greater attention and focus the feelings of employees in different situations.

3. Job satisfaction survey with multiple choice questions

By including some options, you can guide your employees to respond based on some preset ranges. This survey is also made up of standard questions, but it helps you to know levels of acceptance or disagreement.

What next after conducting an employee satisfaction survey?

Don’t let your job satisfaction survey run out of timely follow-up. In order to make the necessary changes to increase employee engagement and productivity, it is necessary to carry out an analysis and propose new optimization strategies. Let’s see the recommendations:

1. Give a timely follow-up of your survey

When all employees have provided their responses, keep them informed of what will be done with the results. After the survey closes, send an email to thank them for participating and providing feedback. Take the opportunity to reaffirm the intention to carry out this activity.

2. Review the results of your survey

Review and discuss your survey results with team leaders. Some ways to do it can be the following:

Evaluate favourability: this measurement is typical of surveys with a combination of answers such as “Strongly agree” or “Agree”. An overall favorable response of 70% is a good indicator.
Unique Commitments: Serves to identify the responses with the highest correlation to determine those responses that lead to a particular action.
Comparison of results: as we mentioned before, if it is not the first time you have carried out a job satisfaction survey, you can compare it with last year and review the areas of greatest improvement and reduction of conflicts.

Whichever way you analyze your results, it is vital that you pay attention to repeating patterns to easily identify those aspects that your company should optimize.

3. Share the results that employees

If you encouraged your employees to take a survey, don’t let them know the bottom line! It’s like watching a movie where the end is cut off. It can be frustrating.

To do this, after analyzing the results, inform your employees about some key statistics and findings and share an overall response rate. You don’t need to share the full disaggregated results report with them, but you do need to share the big picture.

For each area you can share the particular follow-up that proves that your participation was relevant and it will be taken into account.

4. Develop an action plan

Immediately, it is essential to work with area managers and heads to establish the next steps in the action planning process. You must establish a schedule and assign responsibilities for each area.

This can focus both on the areas of opportunity and on strengthening those aspects that are good, but that can be improved. Ideally, you should focus on the areas you’ve identified as requiring immediate attention, and then move on to broader or even individual targets.

5. Communicate the actions of your plan

As you progress on your optimization plan, let your employees and leaders know what you’re doing, how far and how far you’ve come, and what your next plans are. If you don’t communicate anything, your workers could think that their answers were not valued. Do not wait for them to find out if you have implemented strategic actions or not: maintain honest and transparent communication.

You already have what you need to carry out a job satisfaction survey and thus know the feelings of your collaborators. Remember that having updated information will help you make improvements that increase their commitment and productivity.

Happy employees, successful company!

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