Job Satisfaction vs. Employee Engagement

By Petra Nash, Executive Assistant

Job Satisfaction can be defined as the sense of contentment one feels as a direct result of being an employee in a particular role.

Employee engagement can be defined as the level of involvement and connection one feels in their job. Various forces shape engagement, including the leadership and sense of community in the workplace.

In 2020, ASP is focusing on Employee Engagement and will be utilizing best practices to ensure our employees feel valued at work and are satisfied with their job.

ASP has been providing more training to our employees and building processes for developmental growth. Employee Satisfaction surveys have also been conducted with our front-line staff.  At ASP, we strive to make every day enjoyable for our employees and will continue to so.

Factors Affecting Employee EngagementFactors Affecting Job Satisfaction
Employee Engagement Starts at the Top:
Company leaders must be collaborative, regularly interacting with their workforce, sharing ideas with them, and soliciting their contributions before making a significant decision. This makes employees feel like they are involved in the company’s growth and keeps them engaged.
The first, and probably the biggest, driver of job satisfaction is compensation. Remember two things here. One, the pay scale must be positioned competitively against similar roles. Two, employees should be able to maintain an above- average quality of life with the compensation provided.
Career Development:
LinkedIn’s 2019 workforce learning report found that the No. 1 reason employees quit is the lack of learning and career development opportunities.
Supporting the advantages of good pay, you can offer a comprehensive benefits package that takes care of physical and mental well-being, financial wellness, childcare, and family coverage.
Internal Communication:
Communication plays a significant role in how engaged your employees are, especially if you have a large distributed workforce. The ability to connect in real time, receive regular updates from the company, and quickly resolve issues (no matter how trivial) is critical to enabling an engagement-friendly workplace.
Work-life Balance:
62% of workers feel the work-life balance is most important for a company culture that fosters success. Shorter commutes, the freedom to work from home, paid leaves, and mandatory vacation days, among other things, can ensure a positive work-life balance for your workforce. They will have more time to spend with family or in personal pursuits, thereby improving the quality of life.
A Culture of Diversity:
This means that the company is open to new ideas from every employee, proactively prevents bias, and ensures equal opportunity for all. Diversity must be embedded within the company values, covering every minority group as well as generational divide.
Every employee wants to be appreciated for their contribution. You can adopt a formal structure of recognition, with annual reviews and appraisals, or an informal one, where achievements are acknowledged in the moment.
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