Employee morale seems to be quite high. Management teams everywhere breath a sigh of relief after seeing their satisfaction surveys results. They’ve got it under control. People are happy and satisfied. Executives look at this data and believe all’s well. But it’s not. Not really.
Many employee satisfaction surveys test for how happy, or satisfied, the employee is with the work they do each day. But this measure can be misleading. While I may love building spreadsheets, I might not like the environment in which I have to perform this work. I may really enjoy creative writing, but don’t like the team I’m on, or the boss I work for. Measuring how happy an employee is with the work they do, just might provide a false positive reading on satisfaction.
In a recent SHRM study, they surveyed 600 employees on 43 different criteria related to job satisfaction. The overall employee satisfaction score came in at 86%. However, in diving deeper into the analysis there is cause for concern.
The survey found the most important criteria to employees is being treated with respect. Across all 43 criteria, 74% of employees rated this category as #1 in determining their satisfaction. However, only 33% of employees gave this criteria a satisfactory rating. The second most important category at 64% was trust between employees and management. Yet again there was another major disconnect with only 24% of employees scoring this criteria as satisfactory.
The lesson here is simple. Reading the cumulative satisfaction score is comparable to evaluating someone’s health based entirely upon their ability to read an eye chart. What about blood pressure? Or cholesterol levels? Or their weight? I could have 20/20 vision, but be 100 pounds overweight with high cholesterol…am I really healthy. There is so much involved in truly understanding employee morale and obtaining a true measure of their satisfaction.
In 20 years of building teams, managing teams, and leading them, I have found the only true measure of employee satisfaction is by having a genuine connection to your team. Sending out a survey to trumpet a score, or a title on the greatest places to work list, can be quite dangerous if you place 100% confidence on just the score. Dig deeper. Ask the tough questions. Be courageous. Be brave. And most of all be willing to recognize that no company is perfect. Think about that for a minute. If there was a perfect company that would mean they have perfect employees. If they had perfect employees that would mean you’d have no need for a performance review system as all of your employees would be exceeding (perfect) your expectations. No. Companies can only be as perfect as the people whom they employ. So be ready to confront reality. Be ready to take action to address all employment related criteria and not just those that are convenient.