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Helping employees 
increase job 
satisfaction
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.
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
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
“ 
[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 
“
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
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
What employees can do to 
increase their satisfaction:
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. 
- +
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
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
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) 
$
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
What employers can do to 
increase employee satisfaction:
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
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
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
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
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!
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.
JOIN OUR COMMUNITY 
Get the latest recognition insights and best practices 
Learn more ways to increase retention 
and employee engagement here:
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.
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

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Helping Employees Increase Job Satisfaction

  • 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