Employee Satisfaction within Organization’s Goals

How to cater to employees’ needs alongside catering to organizational goals has been key area of discussion right from the time Liberalization, Privatization and Globalization (LPG) policy took pace in varied countries. The time dynamics may have changed for countries but the question still remains to be answered in various ways.

As we all know that there is no one answer to this question so here we would discuss the same from psychological point of view. It is often seen that even high-paid employees as per industry standards also leave their jobs, so of course salary if one of the consideration but not the only consideration. Salary may be important for up to mid-level employees but employees at managerial level are more associated with company’s goals, profits and performance so salary ranks at the lower level for them before taking any decision on job change.

First of all, let us talk about areas of work for existing employees. Since the organization already knows his/her competencies so if work starts to become monotonous for them, then some job rotation can be done. Passionate working always gives good results so first of all employers should recognize the interest of employee. It is possible that they have an Engineering Degree but are more interested in designing job. In such cases, they may be encouraged to undergo training for a period of 6 months alongside vocational study on designing. Performance standards can be fixed as a test whether they are prepared for the designing job or not. This way employee would always feel grateful towards his organization and the organization can also achieve creative heights in designing.

Secondly, there is 1:5:10:20 rule. It takes at least a year for an employee to become stable in the organization and for the latter to recognize his/her abilities. So, once an employee is hired, employers should make sure that they can increase the work load only proportionately in first 6 months. Weekly practical sessions on team work can be given, awareness on incentives given during work on holidays be given, practical games on employer’s work culture be conducted and knowledge on employer’s social welfare activities be given so that employee starts to feel a connection within first 6 months itself. It is seen that employees often switch after 1 year of job so this can be avoided by taking these measures.

We will discuss further about1:5:10:20 rule in next part of this Article.