What is the Importance of Assessing Job Satisfaction of Your Internal Employees and Consultants?

Your employees are paid to work for your organization and they are expected to do their jobs. As a consequence of the typical employer/employee relationship, which puts a company in a position of power over an employee, some companies do not believe that they need to be concerned about the happiness and satisfaction of their staff.

Nothing could be further from the truth. Every business, no matter how large or how small, needs to take steps to ensure that both internal employees and consultants are happy with the work they are doing.  Creating a corporate culture where staff members prioritize job satisfaction is vital to reducing turnover and to maximizing productivity. 

Some of the key reasons why it is vital to assess job satisfaction of internal employees and consultants include:

Enhancing performance:

When employees do not truly care about their jobs, they will do the minimum necessary to remain employed. They will typically not make an effort to innovate or to contribute new ideas. They often won’t give the job their all, and they will not be self-motivated to be as productive and effective as they can be when performing daily tasks. Employees and consultants who have high levels of job satisfaction, on the other hand, have been shown in studies to perform better and to be more productive than those with lower satisfaction levels. Happier employees and consultants will generally give job tasks their full attention and will work hard to impress their employer and advance within the organization.

Increased organizational commitment:

Studies have also demonstrated that more satisfied employees and consultants are more committed to the success of the organizations they work for.  This elevated level of commitment does much more than just make employees more productive. It also prompts employees to go above-and-beyond their work duties to actively try to ensure the companies success. Employees who are satisfied with their jobs and who care about the future of the company will go the extra mile and pitch in to make valuable contributions to the company’s growth and success. 

Enhanced problem-solving abilities:

Employees who have low levels of job satisfaction may feel frustrated and tense while on the job. Rather than looking for solutions and ways to innovate to resolve issues, dissatisfied staff members often focus too much on problems and turn small problems into large ones. Satisfied employees, however, are better able to adjust to setbacks and are eager to resolve any issues that arise that impede their work efforts or that adversely impact company operations. Your business benefits from employees with higher levels of job satisfaction who can turn a problem into an opportunity for innovation and growth.

Brand building:

Your company not only has a reputation among customers for the products or services it provides, but it also has a reputation as an employer. There are myriad websites online where current and former employees share feedback about their employers and share information about work environments. If your company consistently gets negative ratings from consultants or internal staff members, it will be difficult for your business to be competitive in recruiting top talent. In many industries, professionals often have large networks and share information about employers not just online but also in person as well. Again, if your staff complains of a toxic company culture within their professional network or if the people working for you are regularly detailing the problems at their job to colleagues and peers, it will be difficult for you to recruit the skilled workers your business needs for success. 

Reducing turnover:

When your company loses an employee, there are costs associated with this turnover. You may experience a period of lost productivity with no one filling the position. You will need to invest time and financial resources in searching for and training a new candidate. You will also lose the knowledge and institutional memory that the departed employee brought to the table. Because of the high costs of turnover, smart companies take steps to avoid losing trusted staff members.  When job satisfaction is low among internal employees and consultants, this prompts staff members to look for opportunities elsewhere. The result can be higher turnover rates and thus higher costs for your business.