employee satisfaction refers to the degree to which employees accept the actual feelings of enterprises compared with their expectations. That is, employee satisfaction = actual feelings/expectations. Employee satisfaction, also known as employee satisfaction, is the happiness index of an enterprise, a barometer of enterprise management and a reference for team spirit.

this definition not only reflects the degree of employee satisfaction, but also reflects the actual results of enterprises in meeting employee needs. Satisfaction is a relative concept: satisfaction beyond expectations; Satisfied with the expected value; Not satisfied with lower than expected. In a specific working environment, employees can determine the gap between the actual value and the expected value through their self-awareness of job characteristics. The gap is large and the satisfaction is low; On the contrary, the gap is small and the satisfaction is high. Working environment (1) Quality of working space: satisfaction with the physical conditions of the workplace and the local environment where the enterprise is located; ⑵ Work and rest system: reasonable on-duty and off-duty time, overtime system, etc. (3) Completeness of work equipment: whether the necessary conditions, equipment and other resources for work are fully equipped and sufficient; (4) Satisfaction with welfare benefits: satisfaction with salary, welfare, medical care and insurance, holidays and vacations. Work group (1) Cooperation and harmony: the trust, support and guidance of superiors, mutual understanding and understanding of colleagues, and the understanding of subordinates and the completion of tasks are respected; ⑵ Information openness: information channels are smooth, and information dissemination is accurate and efficient. Job Content (1) Interest Relevance: The job content is consistent with personality and interests, and it is in line with personal career development goals. Can you give full play to your personal abilities and get happiness from your own work? ⑵ Work intensity: The requirements and tolerance for work intensity vary from person to person. On the one hand, whether it can meet the needs of personal work, on the other hand, whether it exceeds the load that individuals can bear. (1) Enterprise understanding: the degree of understanding and recognition of the history, corporate culture and strategic policies of enterprises; ⑵ sense of organizational participation: opinions and suggestions are taken seriously, decision-making is taken, enterprise development and personal development are unified, and there is a sense of accomplishment and belonging. (3) enterprise prospect: optimistic and confident about the development prospect of the enterprise. Here, it mainly refers to the personal concept that is easy to cause unreasonable dissatisfaction among employees. These include: (1) idealism and perfectionism: idealistic expectations and perfectionist requirements for all aspects of the enterprise are easy to go to extremes, and once they encounter difficulties, they become cynical and produce unreasonable dissatisfaction; ⑵ Negative mentality: all the problems in interpersonal relationship and the difficulties and setbacks in work are attributed to objective reasons or others (external reasons), and it is difficult to communicate, and interpersonal relationships are not harmonious, resulting in unreasonable dissatisfaction; ⑶ parochialism: paying too much attention to personal interests, once it conflicts with personal interests, it is easy to produce dissatisfaction; Or short-sighted and self-righteous.

Investigation is very necessary and necessary

1. Employee satisfaction is a true evaluation of enterprise management. To a certain extent, the information it feeds back is of great help to the development of employee management in the future.

2. Employee satisfaction is a reference of team spirit. Generally speaking, employee satisfaction is high, the team in the enterprise has a more cooperative spirit, and the corporate culture atmosphere is stronger.

3. Just like the election in our life, the evaluation of employee satisfaction is a right given to employees by enterprises, which embodies the democratic and humanized management of enterprises.

employee satisfaction survey is actually a way for enterprises to understand employees. Through the survey of satisfaction, we can know whether employees' requirements for enterprises are meeting employees' needs! To lay a foundation for guiding employees' needs, and to drive employees' motivation and behavior through guiding needs!

Performance evaluation tool

Satisfaction survey is actually a very effective and widely used performance tool. For a company that has crossed the threshold of "standardized management", satisfaction survey can help the company collect a lot of valuable performance information (note: satisfaction is not only to mobilize the enthusiasm of employees, but also to help the management understand the crux of performance problems at the employee level). Specifically,

1. Understand the impact of the company's relevant management policies on the employee level and provide a basis for the adjustment of management strategies. For example, strict attendance may effectively reduce the late rate, but if it brings serious complaints from employees, the impact on performance may be counterproductive.

2. As a performance evaluation index for functional departments, especially service-oriented functional departments. For administrative, general affairs, logistics, human resources and other departments, using satisfaction as performance evaluation index can effectively supervise and guide the management behavior of these departments.

3. Understand the effectiveness of the company's human resources strategy. According to the development stage and competitive environment, the company consciously promotes the stability, promotion or mobility of certain types of employees through management means. Through the satisfaction tool, we can know whether these strategic management measures are "accurately positioned".

however, this is a wrong assumption-because improving employee satisfaction may not necessarily improve employee productivity.

1. Satisfaction and work efficiency

First of all, there is no direct relationship between employees' satisfaction and their work efficiency. Why do you say that? Because employees' satisfaction is always related to working environment, learning opportunities, development opportunities, benefits and salaries, etc., and all these contents are very weakly related to work efficiency, and even some contents have nothing to do with it. For example, an employee who works in a comfortable office environment does not necessarily work harder than an employee who works in a relatively poor environment, because a comfortable environment may make people more inclined to enjoy themselves than to work hard; For another example, the same person in the same position will not be motivated to continue to work harder because we give him more salary. After two months, he will have no feeling about the increased salary. Work efficiency should be directly related to the design of workflow, the mechanism of assessment and elimination, the advanced degree of technology and equipment, and the basic quality of employees. Therefore, if the enterprise expects only to improve work efficiency, then a good elimination mechanism may play a greater role than a good salary plan.

2. Two kinds of bad results

Secondly, employees' satisfaction is relative and changes with the changes of employees' psychological state. Everyone's satisfaction is generally not high. The company has made a lot of efforts to improve employees' satisfaction, but maybe next year everyone's satisfaction will drop. Why? Because the standards have changed. When our salary is 2111 yuan, we will feel that it is very exciting to raise our salary by 1111 yuan, but after it really becomes 3111 yuan, everyone thinks that 5111 yuan will be satisfied-because the foundation has changed.

Therefore, if an enterprise uses employee satisfaction survey wrongly, it may bring two bad results:

1) If the enterprise makes some efforts to improve employee satisfaction after the survey, it may not bring the expected improvement in production efficiency;

2) If an enterprise does not take any action after making a satisfaction survey, its credibility will decline.

So, is it still necessary to investigate employees' satisfaction? If necessary, how should we use it?

3. Two important inferences

An employee satisfaction survey is necessary, but its function should be to prevent the loss of employees we expect to keep. Based on this purpose, we can draw two important inferences:

1) If there is no risk of employee turnover in the enterprise, we don't need to conduct satisfaction surveys or conduct any activities related to improving satisfaction. It sounds cruel, but in fact it is;

2) If this employee is one we don't want to keep, it doesn't matter whether he/she is satisfied or not.

Based on these two inferences, the methods that employees' satisfaction survey should use are:

First, make clear which employees we want to keep. Almost all enterprises are in a competitive environment where human resources are highly mobile, but not all of them are employees we want to keep. Generally speaking, employees who need high attention include:

4. Highly concerned employees

1) those who work in core departments and positions;

2) employees who perform relatively well;

3) employees with scarce ability in the human resources market. These employees are the ones that enterprises should pay close attention to and spend energy to retain.

Secondly, when conducting employee satisfaction survey, enterprises can not only make statistics according to traditional departments or levels, but also make classified statistics and analysis according to the retained value of employees, so as to truly understand the needs and dissatisfaction of those employees we expect to retain, and then try our best to meet their requirements and ensure that they will not switch to the arms of competitors.

Finally, for ordinary employees, the satisfaction survey can at least let the management know what the general psychology of employees is, but the survey results should not be the only basis for the company's decision-making. In fact, it is more important for enterprises to really think about the purpose of my satisfaction survey. If it is to improve work enthusiasm and efficiency by improving satisfaction, then the survey results really don't need to be read, because there are many ways to achieve this goal without improving satisfaction. Of course, if the purpose of satisfaction survey is to make all employees work more happily, then the results of this survey are still very meaningful reference.