1. Helping employees
increase job
satisfaction

2. An increasing trend in the
workplace is job dissatisfaction.
According to the 2013 Gallup report: State of the American Workplace
only 30% of people
were engaged with
their jobs.
The other 70% were either not
engaged or actively disengaged.

3. According to the Talent Trends of 2014 Report,
trends of world professionals are:
45% are completely
satisfied with their
current role and
don’t want to move
say they are not looking
for a job, but are open
to talking to recruiters
about career
15%
15%
are not looking, but
are chatting with
their close personal
network about
opportunities
25%
are actively
looking for
opportunities

4. How can satisfaction in the workplace be fixed?
Both employees and employers can take action
to increase their job satisfaction. Commitment
from both sides leads to understanding and
improvement in the workplace.
employee employer

5. “
[Support from the top] is critical-senior level
management sets the tone, creates the environment
in which these initiatives can happen and then
provides the resources. But this top-level
commitment must be combined with mid-level and
front-line managerial support and grassroots
employee involvement if it is to be truly successful.
Jill Casner-Lotto, vice president of the
Work in America Institute
“

6. Two types of job satisfaction
Extrinsic job
satisfaction:
Employees consider the
“conditions of work”
(managers, pay,
coworkers, etc.)
Intrinsic job
satisfaction:
Employees consider
“the kind of work they
do” (daily tasks)
Overall job satisfaction is achieved
with the combination of the two

7. Satisfaction in
the workplace
also correlates
with job
expectations.
For example, according to “The Career
Key”, the top 10 job expectations according
to working professionals include:
1. Type of Work
2. Security
3. Company
4. Advancement
5. Coworkers
6. Pay
7. Supervision
8. Hours
9. Benefits
10. Working
Conditions

8. What employees can do to
increase their satisfaction:

9. 1
What kind of work do you enjoy? What
keeps you focused? How do you know
when you’ve made a difference? If you
don’t have answers to these questions, it
should serve as a starting point. By
knowing what you want and what your
future goals are, you can tailor your job
to those needs. Don’t be afraid to reach
out to your supervisor to discuss your
goals within the company.
Know
yourself and
your values.
- +

10. 2 Are you getting out what you put in? Do
you feel recognized for your efforts?
Sometimes decreased satisfaction comes
from components such as pay, employee
benefits and work hours. But it goes
deeper. You need to feel appreciated by
your leaders and the company overall.
Try communicating with your supervisor.
If it’s not possible, consider finding a
company that demonstrates how much it
values your work and commitment.
Consider
what you
receive
from your
current job

11. 3
Every job will have some dissatisfaction,
even the best jobs around the nation
experiences dissatisfaction. However,
know how to take the initiative to create
change, if possible.
Be realistic

12. 4 Believe it or not, having negative feelings
over the course of time can worsen your
stress, mental health, and lead to
unemployment. Don’t let a career worsen
your overall well-being.
$
$
$
In the same Gallup report, it states that
actively disengaged workers are more
likely to: “steal from their organizations,
negatively influence co-workers, miss
workdays and drive customers away.”
Don’t allow
dissatisfaction
to linger on
Active disengagement
cost U.S. companies
$450 billion to
$550 billion
per year
(Gallup Workplace Report, 2013)
$

13. 5
One aspect of employment
dissatisfaction includes limited or no
advancement from your current position.
Again, don’t let this hold you back, talk
with a supervisor to see possible career
advancement. Putting your efforts for
career advancement and future goals can
increase your overall satisfaction, as well
as benefiting the employer.
Look at career
progress and
consider
possible
career/employer
change if
necessary

14. What employers can do to
increase employee satisfaction:

15. 1
If employees know they are making a
difference with the work they do, the
more satisfied they are coming into the
office each day. Personal connection,
feedback on how their work is making a
difference are all key to creating an
engaged environment.
Create a
higher calling
among
employee’s jobs

16. 2
Employers need to promote employee
growth within the company in order to
retain talent at all levels. By helping your
employees reach their full potential with
coaching, mentoring, and training,
employees are given the chance to
continually grow and develop new skills.
Set out
development
plans and
training
opportunities

17. 3
Sudden deadlines can add stress to an
employee's work week, so consider
having their time spent wisely with
quicker conference calls and meetings.
Wasting their time with meetings that
could have been a simple email leads for
less time to finish their tasks. Giving
adequate deadlines will not only
decrease stress, but help them deliver
great work.
Be clear on
expectations
and time
management
30

18. 4
Create an environment that allows for
open dialogue and communication. This
builds trust with leaders as well as other
team members. Little things like open
space for interaction to off site events
allows everyone to interact and connect.
Increase
communication
in the office

19. 5
Bottom line, employees want to be
appreciated for the difference they make.
It’s not hard to understand that great
work comes from engaged employees
who feel their work is valued. Whether
it’s a simple thank you or an award
presented in front of their peers,
employees will benefit from the
recognition of their hard work.
Appreciate
day-to-day
efforts and the
big wins
Great
work!

20. O.C. Tanner on employee recognition:
“
The best employee recognition
programs turn moments in the
“
spotlight into a sense of greater value,
personal growth, and commitment.

21. JOIN OUR COMMUNITY
Get the latest recognition insights and best practices
Learn more ways to increase retention
and employee engagement here:

22. O.C. Tanner and The O.C. Tanner Institute
O.C. Tanner helps the world inspire and appreciate great
work. Through our innovative cloud-based software, tools,
awards, education and research, we provide thought
leadership and strategic recognition solutions for thousands
of clients globally. Designed to engage talent, increase
performance, and drive corporate goals, our solutions create
personalized recognition experiences delivered through a
smart technology platform.
The O.C. Tanner institute regularly commissions research and
provides a global forum for exchanging ideas about
recognition, engagement, leadership, culture, human values
and sound business principles.

23. Sources:
http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx
http://www.entrepreneur.com/article/231693
http://www.entrepreneur.com/article/70060
http://www.careerkey.org/choose-a-career/job-satisfaction.html#.U63PuMZyBBV
http://www.careerkey.org/choose-a-career/top-job-expectations.html#.U6ybGY1dWKU
http://www.apa.org/monitor/2013/12/job-satisfaction.aspx
http://www.inc.com/guides/201105/7-ways-to-improve-employee-satisfaction.html