Management Tips: 5 Quick Tips for Improving Employee Job Satisfaction

job satisfaction

We all want to help our employee’s improve their job satisfaction, don’t we? Not only is it much more of a pleasure to manage happy employees, but improved job satisfaction most often results in improved job performance. So, here are my 5 quick tips for improving employee job satisfaction (with links to additional resources, should you need them)

Management Tip 1: Use the Research

There’s a wealth of research on employee satisfaction and engagement – really useful information on what satisfies employees, and what doesn’t. Leading the way, in my view, are Gallup. The research is there, it can give us some great insights into how to improve employee satisfaction – so why not use it?

(For an example of how to use this type of research to improve the way you manage your employees see my blog posts ‘Employees don’t actually like being managed, do they?’ and ‘Four ways to delight your employees’)


Management Tip 2: Accept that job satisfaction is a joint responsibility

For some managers addressing their staff member’s job satisfaction is just one more thing on their never ending ‘to do list’. The mistake these managers make is assuming that they (the manager) will have to do all the work needed to improve the staff member’s satisfaction. No so. Job satisfaction is a joint responsibility. Your staff have, as intelligent adults, a responsibility for their own satisfaction at work. You can, and do, play a large part in influencing your staff’s job satisfaction but they have to play their part too. The idea is that you and your staff member will agree reasonable, achievable actions – that you are both responsible for


Management Tip 3: Ask your employee to assess their current level of job satisfaction

Use the question ‘What do you want from your job, me as your manager, the business / organisation?’  in order to help your employee to identify their satisfaction needs and then ask them to identify which of these ‘wants’ can be addressed by them (the employee) and you (the manager). You can then ask the employee to rate their current level of job satisfaction against those ‘wants’ thereby identifying any areas for improvement


Management Tip 4:  Discuss how the employee’s job satisfaction can be improved

You can now identify the actions that need to be taken (by both of you!) to improve the employee’s satisfaction


(Read more tips on how to have this conversation at ‘Four steps to improving employee job satisfaction’)


Management Tip 5: Take a short cut with one ‘golden question’

Research tells us that the relationship your staff have with you, their manager, has a profound effect on their satisfaction at work. So, one of the easiest short cuts to improving employee job satisfaction is to use this ‘golden’ question


Is there anything I could do; more of, less of, or differently that would improve your job satisfaction?


Often, as the manager, what you need to do to improve your staff’s satisfaction is relatively simple and most staff find that the very fact that their manager is interested in their satisfaction and prepared to spend time discussing this with them is highly motivational in itself. It’s a ‘no lose’ situation


(Read more on how to use the ‘golden question’ in my blog ‘Improving employee job satisfaction using just one (golden) question’)


More job satisfaction tips?

So, those are my 5 quick tips for improving employee job satisfaction. Why not share yours?

Would you like to learn – in just 10 minutes – some new strategies how to improve employee job satisfaction?

job satisfactionThen why not take a look at my Kindle book ‘A step-by-step guide to improving your employee’s job satisfaction (without using salary increases, bonuses or any money at all!’

I highly rate this book. Given its ‘in just 10 minutes’ title I was expecting an aide memoire of stuff I already knew; a stripped down framework against which to check, test and reassess my own approach. It was that to an extent, but the concept of an employee satisfaction criteria exercise (and how to go about one in practical terms) in an environment where money or benefits are not increasing, was new to me after nearly 40 years in big management roles! The book was well worth the cash just for that fresh angle.

You can check it out on Amazon (and try a sample) HERE


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