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Surveys & Reports

Employee Satisfaction

The success of an organisation/agency depends on the performance and satisfaction of their employee’s. Different measures show that employee satisfaction is a factor in employee motivation, positive workplace morale and employee goal achievement.

newfocus offers 23 years of employee satisfaction research as well as refined and comprehensive satisfaction assessment measures. The comprehensive satisfaction assessments can help gain insight into how to keep employee satisfaction high and methods to reduce unwanted turnover of employees.

The overall purpose of these assessment measures identify, assess and evaluate staff attitudes and perceptions in the workplace. The assessment aims to:

  • Identify the strengths and weaknesses of a workplace, by determining aspects of staff satisfaction and dissatisfaction.
  • Provide employees with an opportunity to express their opinions on workplace practices and services or products production methods.
  • Identify and priorities sources of information used by staff.
  • Performance evaluations.

Common themes can be developed that are useful to be measured based on:

  • Personal job satisfaction – evaluates the personal satisfaction individuals derive from their job
  • Goals and Objectives – covers staff awareness of goals
  • Workplace interaction – measures trust, confidence and the ability of employees to work well together
  • Supervision – focuses on the general performance of supervisors and on their interactions with the other staff members.
  • Overall job satisfaction – addresses respondents overall job satisfaction as an employee.
  • Workplace issues – assesses performance in things like Equal Employment Opportunity (EEO) and Occupational Health and Safety issues (OH&S).
  • Management – focuses on management interaction with the workforce, specifically the issues of leadership and trust.
  • Work processes – assesses employee perceptions of the work area, with particular regard to multi-skilling, teamwork and procedures.
  • Job security – assesses the perceptions of the respondents about their own jobs and about job security in general in the company.
  • Organisational performance – focuses on staff opinions regarding how the community perceives their company and regarding the company’s actual performance.
  • Training – Concentrates on how staff evaluates their training opportunities and the role of their supervisors in training.
  • Employee involvement – is concerned with staff input and control in the work area.
  • Communication – addresses issues of the work area, communication and interaction, management awareness of work area problems and wether staff opinions are sort out.
  • Pay – Represents staff perceptions of their pay relative to their duties and responsibilities.
  • Customer focus – addresses awareness and responsiveness of staff to customer needs.
  • Work environment – assesses the work environment, particularly physical working conditions and flexibility of working arrangements.

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