Creating A Balance For Success: The Power Of Employee Engagement and Satisfaction

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 Creating A Balance For Success: The Power Of Employee Engagement and Satisfaction

Employee engagement is frequently the main topic of debate when it comes to staff retention, a subject that HR professionals prioritise. Employee satisfaction, which receives less attention, is just as critical to promoting retention as its counterpart, employee engagement. If one of these two pillars is neglected, you not only stand a chance of losing your best talent, but your company’s performance will suffer. To improve employee retention, it is important to strategize a balance between employee engagement and employee satisfaction.

What is employee engagement?

According to a study conducted by HR Drive, the four pillars of employee engagement are connection, meaning, impact, and appreciation. Each of these factors links employee emotions to productivity. The fundamental components of high engagement include having a sense of connection to your work and realising its significance and direct influence. The cherry on top is having a job where effort is rewarded with high praise and appreciation.

Enthusiasm and employee engagement are closely linked. If your staff is highly motivated, then they are truly excited and inspired to be at work and produce positive work outputs. This also contributes to upholding your company’s values.

What is employee satisfaction?

Employee engagement focuses on being motivated by a sense of connection to the work, whereas employee satisfaction focuses on how closely a job and organisation correspond with an employee's individual career goals and preferred work environment.

Employee enjoyment and happiness at work are addressed by satisfaction. Although retention may be impacted by satisfaction, it really depends on what a company can provide for its staff members.


Employee satisfaction vs. employee engagement: 

Employee satisfaction is about what the company can do for them, whereas employee engagement is about what the company and the employee can do together.

You can have satisfied employees who are disengaged from your organisation. Employees who are satisfied may not resign, but they may not produce valuable work. They may love their compensation package and company culture, but they may not feel connected to the meaning of their work.

It's also possible for an employee to be engaged in their work but be unhappy about things such as compensation or values. To elaborate, think of a healthcare worker who is driven by a sense of medical duty and puts quality above all else. This individual might find themselves at odds with the policies of a company that prioritises speed over accuracy; despite being a valuable asset to the organisation, they won't stay there long if their dissatisfaction isn't addressed.


The importance of implementing both engagement and satisfaction

Increased engagement equates to less absenteeism, increased productivity, and increased turnover. Likewise, if employees feel they are being heard, it can increase their confidence to perform optimally. Strategizing for these kinds of subtleties in employee experience can have immense positive impacts on your organization's success.


How to implement an effective engagement and satisfaction strategy

Engagement and satisfaction are crucial aspects of the employee experience. They require distinct strategies for implementation.

Part 1: Improving employee satisfaction

Reconsider compensation: Evaluate employee satisfaction with employee benefits and adjust offerings accordingly.
Explore internal mobility: Assess employees' perception of career growth opportunities and address any limitations.
Identify challenges: Survey employees about gaps in the workplace experience, such as skill development, company culture, and collaboration.

Part 2: Securing employee engagement

Align goals: Ensure everyone understands how their tasks contribute to the team, department, and organisation's success. 
Foster a culture of celebration: Recognise and appreciate employees' accomplishments, fostering a positive work environment.
Emphasise organisational values: Clearly define values and incorporate them into performance reviews, reinforcing the purpose behind decisions.

However you choose to implement these techniques for employee engagement and satisfaction, just the act of giving them attention can have a profound effect on their day-to-day experiences.

At RecruitMyMom, we understand the value of employee engagement and satisfaction for our working moms, as do many of our clients. For over ten years, companies have trusted us to find top, professional candidates to join their businesses. If you are looking to hire top calibre female skills or talented graduates, get in touch or load a job

WATCH: Phillipa Geard, Founder and CEO of RecruitMyMom, and Natasha Netha, Employee Experience (EX) Director at MFS Africa discuss employee engagement and satisfaction and the major roles they play in employee retention:

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