Employee attitudes typically reflect the moral of the company.

In areas of customer service and sales, happy employees are extremely important because they represent the company to the public. Satisfaction, however, is not linked solely to compensation. Sure, a raise or benefits will probably improve employee contentment, at least temporarily, but small, inexpensive changes can have a long-term impact. Zappos.com CEO Tony Hsieh's book Delivering Happinesssuggests that employers should follow the science of happiness. The book stresses the importance of happy employees. Since the publication of this New York Times Best Seller, Hsieh has expanded his message from to a bus tour to an entire movement. On her happiness project blog, Gretchen Rubin, author ofThe Happiness Project, identifies seven areas to improve happiness in the workplace. While employees can tweak their habits to improve happiness, employers can also make small changes to the seven categories. A little bit of effort can lead to happy, efficient, and loyal employees. 7 Ways to Improve Employee Satisfaction: Give Employees More Control "Happiness is affected by [employee's] sense of control over their lives," says Rubin. Employers should look for ways to give employees more control over their schedules, environment, and/or work habits. For instance, employers could offer alternative work schedules such as flextime or telecommuting. Today's employees have demanding schedules outside of work, and many workers appreciate a boss who considers work-life balance. Because every person's obligations outside of work are different, customized schedules are a great way to improve employee satisfaction. Employers should also encourage employees to customize their workstations. This could include dcor and/or equipment. This not only gives employees control over their work environments, but it can ease personal barriers such as back pain or eyestrain. In addition, studies show that certain colors or dcor can improve happiness. Employees will be able to create a place they enjoy working in rather than being stuck in a bland office cubicle. Another way to give employees a sense of control is to create employee-driven competitions such as sales competitions. These activities put employees in control of their success. Each employee can set personal goals, and they will feel a sense of accomplishment rather than obligation. Dig Deeper: How To Implement a Four-Day Workweek 7 Ways to Improve Employee Satisfaction: Ease Commuting Stress

According to the U.S. Census Bureau, 86.5% of workers over the age of 16 drive to work, whether carpooling or driving alone. "Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed," states Rubin. Employers should consider ways to decrease commuting stress. For instance, employers could stagger work times to avoid heavy traffic. Review beginning and ending times and determine if the specific times or the amount of people arriving at each time can be adjusted. In addition, review late arrival policies. If employees are severely reprimanded for arriving late, they will be much more stressed during a bad commute and will arrive at the office miserable. Another possibility is to offer telecommuting options. This eliminates the necessity of commuting and allows employees to work where they are most comfortable. Telecommuting also has a variety of benefits for the employer such as reduced costs. Dig Deeper: Telecommuting By Numbers 7 Ways to Improve Employee Satisfaction: Stop Wasting Time

Tight deadlines are another major sources of stress for many employees. Employers can ease this stress by freeing up more time. For instance, employers can make meetings shorter and more efficient. Consider tricks that sound silly but are actually effective such as having a meeting with no chairs. People will be more likely to stick to the necessary agenda when they have to stand the entire meeting. Whenever possible, substitute conference calls for meetings. To reduce unnecessary chitchat, make calls before lunchtime or at the end of the day. People will want to cut to the chase, so they can go to lunch or get home. Another idea is to create organizational systems that improve efficiency. Clutter and confusion are major time zappers. Organized offices and systems ease stress, save time, and increase productivity. Dig Deeper: Time Management Tips 7 Ways to Improve Employee Satisfaction: Encourage Social Connections

Socialization is a key component of happiness. "Interacting with others gives people a boost in mood surprisingly, this is true even for introverts," writes Rubin.

Employers should find ways to encourage social relations. Consider an office arrangement that fosters communication. Arrange workstations so employees can see each other and talk. Employers can also encourage office celebrations for holidays and birthdays. These celebrations do not need to be expensive. It can be as simple as asking everyone to bring in a covered dish. Even when there is no reason to celebrate, encourage employees to eat lunch together. Provide a comfortable eating area. Socialization is not limited to office hours. Encourage out of office socialization such as volunteer programs. This gives employees a change to develop relationships outside of the office while promoting the company in a positive way. Community service is a great way to build a positive reputation, and it is a happiness booster for employees. "Those who work to further causes they value tend to be happier and healthier, experience fewer aches and pains, and even live longer," says Rubin.

Today's Editor's Picks So Why Haven't You Started Your Business Yet? 6 Amazing Airport Perks Make Your Message Go Viral Create a Logo: 7 Smart Rules The Photo App Facebook Didn't Buy 7 Ways to Improve Employee Satisfaction: Promote Good Health

Poor health is not only damaging to employees, it is detrimental to businesses. "Corporations pay a heavy cost for stress-related illnesses, such as hypertension, gastrointestinal problems, and substance abuse," says Rubin. "Up to 90% of all doctor visits in the United States are for stress-related illnesses," according to Dr. Mehet Oz of the Dr. Oz Show. Chronic stress has a variety of negative side effects such as weight gain, lower immune system, increased risk of disease, and fatigue. Employers should encourage employees to reduce stress levels and improve their overall health. The first step is to educate employees on health topics. Provide reading materials or offer seminars. People can't make positive changes if they don't know what to change.

Once employees know about health topics such as stress, exercising, and healthy eating, start a health related competition such as the Biggest Loser. This offers employees motivation and a support system. If the entire office is involved, employees will be more likely to accomplish their goals. To help employees make positive lifestyle changes, have a kitchen equipped with a refrigerator and microwave to prepare healthy meals. Research shows that preparing food is healthier than eating out. Also, encourage breaks throughout the day. Even small amounts of exercise throughout the day are beneficial. According to Dr. Oz, "Exercise releases serotonin and dopamine, the feel-good hormones that become blocked during stress. Walking stairs is a great workout. One study showed that walking stairs 7 minutes a day reduces the risk of heart disease by two-thirds." If possible, offer a company discount on gym memberships. This will encourage employees to make positive choices outside of the office and to exercise regularly. Dig Deeper: 10 Ways CEOs can Reduce Office Stress 7 Ways to Improve Employee Satisfaction: Create an Atmosphere of Growth Jobs are more than a source of income. Jobs are a venue for employees to grow and learn. In a survey about employee motivation, employees ranked job characteristics that motivated them. Surprisingly, high wages and promotion were not in the top three. Instead, the number one desire was "Full Appreciation of Work Being Done." Employers can create an atmosphere of growth by providing training, acknowledging benchmarks, and celebrating accomplishments. Employers should also encourage employees to take risks and learn new skills. Employees will become bored and lose motivation if they are never given an opportunity to expand their skills and responsibilities. Dig Deeper: Employee Reward and Recognition Systems 7 Ways to Improve Employee Satisfaction: Break Up Routines

Surprises add spark to all areas of life, including the workplace. "Even a small treat can boost people's happiness and people get a bigger kick from an unexpected pleasure," says Rubin. Employers should look for small ways to surprise employees. For instance, you can occasionally bring in a special treat such as coffee or baked goods. Small gestures show employees that you appreciate their time.

Another idea is to host an office party for a quirky holiday. Employers could even allow employees to create a holiday. Again, this does not need to be expensive. The keys are breaking up the routine of the workweek, promoting socialization, and demonstrating your appreciation. Also consider an office give-away. You can hold a raffle or competition to motivate employees. The prize can be as simple as a gift card or as extravagant as a vacation. If you don't think you need to improve employee satisfaction, read all the comments from dissatisfied employees on message boards such as Yahoo. One user states, "I believe companies want good employees that work hard and are loyal but they will never get this because of the way they treat their employees." Prove these disgruntled employees wrong. Be the best boss you can be and strive to improve happiness in the workplace. Your extra effort may just lead to a better a business.

Definition: Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Factors contributing to employee satisfaction include treating employees with respect, providing regularemployee recognition, empowering employees, offering above industryaverage benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations. Employee satisfaction is often measured by anonymous employee satisfaction surveysadministered periodically that gauge employee satisfaction. (I do not support these.) Employee satisfaction is looked at in areas such as: management, understanding of mission and vision, empowerment, teamwork, communication, and coworker interaction.

The facets of employee satisfaction measured vary from company to company. A second method used to measure employee satisfaction is meeting with small groups of employees and asking the same questions verbally. Depending on the culture of the company, either method can contribute knowledge about employee satisfaction to managers and employees. Exit interviews are another way to assess employee satisfaction in that satisfied employees rarely leave companies.

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What is Employee Satisfaction?

Employee Satisfaction Definition:

Employee satisfaction is the extent to which employees are happy or content with their jobs environment.

Employee satisfaction is typically measured using an employee satisfaction survey. These surveys address to respect, compensation, workload, perceptions of management, empowerment, teamwork, resources, etc. All important to companies who want to get the most out of their employees and reduce turnover. Turnover vs. Unwanted Turnover

Some level of turnover is healthy for all companies. Employees who are not adding value or who are not a the company leave, making way for fresh new perspectives and new energy. We could call this healthy t contrast, unwanted turnover happens when a company loses talented employees that they wan

Talented and motivated employees expect more from companies. For these employees, job satisfaction different set of criteria. They want to be engaged and empowered. They want to be challenged and pushed personal and professional development opportunities so they can grow and advance the

The problem with employee satisfaction is that it does not focus on the things that are important to your m employees. A happy or content employee might be quite satisfied with a job that requires very little effort. Th might be perfectly content doing the bare minimum required to keep his or her job. These employees are satisfied" with their jobs. They are unlikely to leave the company, but they are not necessarily ad

As a company, if you focus on increasing the wrong kind of employee satisfaction, you risk entrenching thos who are adding the least value while drive your most talented employees out. Employee Satisfaction versus Employee Engagement

Employee satisfaction and employee engagement are similar concepts on the surface, and many people use interchangeably. Employee satisfaction covers the basic concerns and needs of employees. It is a good starti it usually stops short of what really Compare the definition of employee satisfaction above to this definition of employee engagement: Employee Engagement Definition:

Employee engagement is the extent to which employees feel passionate about their jobs, are comm organization, and put discretionary effort into their work.

Passion, commitment, and most importantly, discretionary effort... Employee engagement is about motivatin to do more than the bare minimum needed in order to keep their jobs.

Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industryaverage benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations. Employee satisfaction is often measured by anonymous employee satisfaction surveys administered periodically that gauge employee satisfaction. (I do not support these.) Employee satisfaction is looked at in areas such as: management, understanding of mission and vision, empowerment,

teamwork, communication, and coworker interaction. The facets of employee satisfaction measured vary from company to company. A second method used to measure employee satisfaction is meeting with small groups of employees and asking the same questions verbally. Depending on the culture of the company, either method can contribute knowledge about employee satisfaction to managers and employees. Exit interviews are another way to assess employee satisfaction in that satisfied employees rarely leave companies.

29 The Importance of Employee Satisfaction Kristen Gregory Introduction Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees satisfied with their careers should be a major priority for every employer. While this is a well known fact in management practices, economic downturns like the current one seem to cause employers to ignore it. There are numerous reasons why employees can become discouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided. The Starting Point An employee who has no interest in his or her field, or the position in which he or she begins in a job, may initially put forth his or her best effort. However, this employee will often become bored with the work because there is no intrinsic motivation to succeed. Finding the daily job mundane reduces the individuals desire to show up to work and to do the job well. In this case, the employee may continue to come to work, but his or her efforts will be minimal. In contrast, an employee may be entirely too overwhelmed to handle the position; the responsibilities may prove to be too demanding. In an instance like this, the employee will search for another position that offers the financial security he or she needs with job characteristics that challenge them appropriately; thus increasing the initial companys turnover rate (Koslowsky & Krausz, 2002).

The Sources and Effect of Stress Stress is one of the leading causes of employees discontentment with their job. Branham (2005) asserts that, it seems clear that one quarter to one half of all workers are feeling some level of dysfunction due to stress, which is undoubtedly having a negative impact on their productivity and the probability that they will stay with their employers.

Stress can have many causes, including when companies cannot, or will not, supply the tools necessary to produce or work efficiently while on the job. This produces higher stress levels because these workers are expected to perform at certain rates, yet they are unable to do so. This results in lower productivity and higher turnover because quotas cannot be met by the employees on staff. Knowing that management is able to provide the tools essential for the position is crucial to the employee trusting the intentions of their employer. Another source of stress is the now common practice of employers which attempts to cut costs by eliminating positions and disbursing the workload to other employees. The issue that arises is that tasks will not be performed effectively or efficiently because the employees become more concerned with having an overbearing workload. Consequently, the efforts of these employees fail to reach their own, or their employers, standards. These actions, and employee responses to them, result in employees who attempt to finish incomplete work assignments during personal time, such as lunch breaks, in an effort to keep their jobs (Branham, 2005). When a company expects their employees to perform outside normal working hours, it detracts from those employees relaxation time. Personal time is essential in maintaining relationships, personal wellbeing, and sanity. The extra strain of needing to finish an unreasonable amount of work to keep the job dramatically increases 3031 employee anxiety. Employees that struggle to finish their tasks become less likely to attempt advancement and more likely to begin the search for a new job elsewhere. Those who do not attempt to complete all of the assignments are eventually terminated. The termination of some employees also causes stress to the remaining employees. Those remaining begin to wonder whether they are going to be the next people on the chopping block. The excessive strain can have a very detrimental effect. Employers that are untrustworthy are a burden to their employees and may cause stress. Distrust can result from a variety of situations (Branham, 2005). Harassment, in any form, may cause a new level of stress for the employee. It becomes increasingly difficult to do a respectable job at work when one is consistently faced with an uncomfortable working environment. This anxiety is caused by trying to avoid troublesome confrontations and situations. Workers may agonize about the consequences they would face if the harassment were to be reported, as well as the repercussions of not reporting it.

Other Sources of Employee Dissatisfaction Dissatisfaction with the job may come from sources other than stress or poor fit between employee and job. Employers that are deemed unethical by their workers may be viewed as such because they appear to care exclusively about company revenues, rather than the employees that are working for them. This perception of an employer may lead to job dissatisfaction, and raise the companys turnover rate. Dissatisfaction may also arise, with the same result in turnover, when the work environment fails to have any flexibility or any source of amusement for the employees; the tone of the business will become stressful or tedious (Kaye & Jordan-Evans, 1999).

Lack of communication in the workforce is a major contributor to dissatisfaction. This is usually the result of managerial staff that is isolated and does not know how to relate to their employees on a personal or professional level (Branham, 2005). Bad communication leaves employees feeling disconnected from the organization. This is detrimental to the wellbeing of the company because when an employee feels neglected, he or she will tend to perform at a lower level. This employee becomes unsure of his or her position within the company, and wonders what his or her purpose is within the workplace. Employees may be unaware of how their performance measures up to that of their co-workers and have no sense of how they can improve. Without communication, it becomes difficult for employees to make any progress in their efficiency. Employees want to know that their employers recognize their achievements in the workplace. They need to feel appreciated, as workers and as people (Branham, 2005). Often companies become more focused on production and revenues, rather than with their own employees, or even their customers. In the case of employees, the employees may rarely be praised for the quality of their performance.

If a company does performance appraisals, the results may be given in such a harsh tone that, rather than motivating an employee, it intimidates and an employee may feel uncomfortable in the workplace, rather than encouraged to achieve more. It may be common for upper management in some workplaces, to take the ideas of lower level employees lightly, which leaves these employees feeling neglected and worthless. It becomes difficult for workers to see a bright future while working for the company. If an employee fails to see a future with the company, why would they work to produce results? Those employees who do work well to support the company may not be compensated for their efforts. Employers that choose to under-compensate know that these employees will work hard for minimal pay, and these employers will compensate accordingly (Timpe,1986).

At the same time, the same employers will pay more to other employees who are not willing to work for minimal compensation. This compensation disparity leads to dissatisfaction because eventually the hard worker will notice that he or she is not being compensated fairly for the amount of work they are doing, and will begin searching for another company that will appreciate his or her labour. 33Finally, failure to provide employees with opportunities to grow within the company results in employee frustration. Barriers within the company may prevent some employees from reaching their full potential (Branham, 2005). Such barriers may include favouritism of certain employees or company policies requiring hiring from outside the company. Glass ceilings for minority employees may also cause difficulty in advancement.

Organizations that do not provide sufficient training opportunities for employees are also doing themselves a disservice. These organizations are missing out on employees that are dedicated to their companies and knowledgeable in their fields, and with sufficient training, have the potential to do well in higher positions. Why Should an Employer Care? It is important that employers care about the happiness of their employees. Recent statistics show that throughout their careers, American workers hold an average of eight jobs (Rudman, 2003). The rate of turnover because employees are unhappy is alarming. Even is an economic downturn, employers must spend an enormous amount of money recruiting new employees, going through the hiring process, and finally training new employees. Dissatisfaction has many negative side effects for the company, while satisfaction results in a much better retention rate. The effects of dissatisfaction that results in an employees withdrawal from job and company can range from mild to severe. Tardiness, in showing up for work and coming back from breaks, shows a lack of interest by the employee for his or her responsibilities. This may escalate to the employee not showing up to work entirely. Some less obvious signs of withdrawal from the job include: taking care of personal matters while at work, playing games, engaging in non-work related talk, spending time on social networks, and diminishing job performance. These withdrawal behaviours, when evidence of dissatisfaction, may end with an employee leaving the workplace; the heuristic model posits that thinking of quitting is the most probable34outcome of job dissatisfaction ( Koslowsky & Krausz, 2002). Therefore, withdrawal will lead either to the employee voluntarily leaving the organization or being terminated for unprofessional behaviour.

Happiness in the workplace leads to much higher levels of productivity. It increases employee morale; therefore employees armore willing to work harder to improve the company and its goals.

According to Branham (2005), Gallup studies show that businesses with higher employee satisfaction also have: 86% higher customer ratings 76% more success in lowering turnover 70% higher profitability 44% higher profitability 78% better safety records. Companies need good, knowledgeable employees. If these employees are not treated fairly, they are going to take advantage of other job offers that will provide more stability, more benefits, and more compensation. What Should the Employer Do? The employer has a responsibility to ensure the satisfaction of all of its employees. There are many precautions that managers can take to make certain that they are meeting the working needs of their employees. Employers also should be more cautious during the hiring process. Having multiple people interviewing final candidates will help ensure that the employee will work well with the company. During interviews, employers should ask questions relating to the type of work that the potential employee enjoys doing. It is imperative to match the personal characteristics and values of the employee with the organization. Employers should prepare for the interview by doing a job assessment to see what skills are necessary for the position, then testing applicants to see if they have the ability to be trained to the position and have the skills and knowledge that correspond with the job description (Kaye & JordanEvans, 1999). It is critical that during this phase, the employer give an accurate description of the job to candidates so they can prepare for the challenges ahead. Managers must learn to communicate better with lower level employees. Connection to the company gives staff a better feeling of belonging and worth. Supervisors should set an example by promoting friendly relationships with the staff so the work environment is healthier (Kaye & JordanEvans, 1999). They need to learn to listen to the employees when they have a concern or a question about the work that they are doing or the direction that the company is taking. It is imperative that managers show respect for all employees, their opinions, and their work.

Managers need to convey a good understanding of the mission and goals that the company is trying to attain so that the staff recognizes what the organization is working toward. Clarification, of the expectations associated with different positions, assists employees in comprehending their direct relationship with the company and how their work affects that of others. Performance reviews are a good managerial tool because they give administrators an idea of those employees that are contributing to the organizations success and those who need to work harder (Branham, 2005). It also offers employees the ability to gauge their

performance. Often, employees will think that they are performing better or worse than their managers perceive their work to be. The performance review presents the perfect time to bring together these different perspectives, to correct negative behaviour, and to reward productivity. Providing employees with the opportunity for growth is also a major contributor to satisfaction. Because performing the same job becomes uninteresting, it is important to challenge employees with work that they can accomplish but stretches their abilities (Timpe,1986). It is a good opportunity to see the abilities of lower level employees. Giving employees new projects or goals allows them to become creative and skilled in new areas. This broadens their knowledge while they become a more valuable asset to the company. Lateral movement does not change the status of the employee, but helps them learn more about different aspects of the company. Doing another job entirely gives the employee a change of pace and direction. The35employee may find that they enjoy a different branch of the work force better than the one previously held. Recognition of an employees hard work is essential to his or her satisfaction in the workplace (Kaye & Jordan-Evans, 1999). Letting employees in on the decision making processes gives those employees a feeling that their opinions are respected and that they hold a place of importance within the company. Pay is a huge motivator for many employees. Making the connection between money and performance motivates employees to be more productive and to go the extra mile (Timpe, 1986). Caring about employees on a personal level is important as well. Let them know that the work that they do, the lives that they lead, also are of benefit to the company. The employer can make sure that employees are aware of their achievements. These employers can show appreciation for those achievements. Conversely, employers should take notice when employees become overwhelmed and attempt to alleviate the daily burden by adding more help when it is obviously needed. Conclusion Management should have a positive effect on, and seek to support the happiness of, the firms employees. Reasons for this are not solely to benefit the employees as companies also stand to gain from employee satisfaction. In an economic environment like the current one, employers often disregard the costs associated with unhappy employees, seemingly believing that these employees are stuck in their current positions and will tolerate unpleasant working environments. This, however, is not the case. Many reasons for employee dissatisfaction are well within the control of the firm and good management practices will enable a company to diminish, or remove, those reasons. Satisfied employees will work harder for the company and plan to stay at the company, ultimately reducing that companys labour costs. References

Branham, L. (2005). The 7 hidden reasons employees leave: How to recognize the subtle signs and act before its too late. New York, NY: Amacom. Clutter buck, David. (2007). Coaching the team at work. London: Nicholas Brealey International. Kaye, B. & Jordan-Evans, S. (1999). Loveem or loseem. San Francisco, CA: BerrettKoehler Publishers. Koslowsky, M. & Krausz, M. (2002). Voluntary employee withdrawal and in attendance. New York: Plenum Publishers. Rudman, R. (2003). Performance planning & review: 2nd edition. Sydney, Australia: Allen and Unwin Academic. Timpe, A. D. (1986). Motivation of personnel: The art and science of management. New York: Facts on File Publications.

No company cannot achieve its goals if it does not have the right set of employees. The employees in a company largely determine the success of the company. This is the reason why companies put in extensive efforts in choosing candidates for their company. Most of the times, skills and knowledge of the employee is considered to gauge his performance in the company. One factor that is being overlooked by most of the company owners is employee satisfaction. Various surveys and researches have shown that employee satisfaction plays a pivotal role in performance of the candidate. If any company wants to draw out the best from its employees then it should provide best means to satisfy the need and requirements of its customers. Before one can know various ways to facilitate employee satisfaction, it is essential to understand what does it actually mean. Definition of Employee Satisfaction Employee satisfaction is the term used to describe a situation when employees are satisfied and contented with his job and the office environment. Importance of Employee Satisfaction Employee Satisfaction is of utmost importance in any organisation be it small or large. Thinking that employee satisfaction is important only for the employee then it is not right. It is equally important for the organisation for which the employee is working as well. The following points will show the importance of employee satisfaction easily. In light of the organisation: 1. It enhances employee retention and the company does not need to train employees repeatedly. 2. The overall productivity of the company is increased and it assists in achieving the goals of the company.

3. When employees are satisfied with their job they deal with customers in a better manner and thus customer satisfaction is achieved to great extent. 4. It helps the company in getting better services and products from its employees. 5. Money spent on training new candidates and recruitment of new candidates can be saved extensively. In light of the employee:

1. When the employee gets satisfactory services from the company initially, he tends to believe that same treatment would be offered in long run. 2. Employee would start taking interest in his work instead of worrying about other issues. 3. The employee starts feeling a sense of responsibility towards the organisation. 4. He deals with customers in a better way and builds strong relations with them. 5. They would try to produce better results in order to get appreciation from the company. Factors Influencing Employee Satisfaction Various factors exist in an organisation that contributes to area of employee satisfaction. Following are listed factors affecting employee satisfaction. They are: The brand name of the organisation is of utmost importance to the employees and it is considered when employee satisfaction is considered. The aims and objectives of the organisation where an employee works are likely to affect employee satisfaction. Salary and wage is one of the most important factors behind employee satisfaction. The salary should always be in accordance to the position of the employee in the company. Rewards and penalties are other important things that affect level of satisfaction of an employee in his job. The kind of treatment given by the supervisor to the employee largely determines his satisfaction level. It is always desired to treat employees in a good manner. Working methods of the organisation determines the satisfactory level of an employee. It is true that every organisation has its own working methods but some freedom should also be given to the employees. It is essential to check that the personality of the employee matches the type of job being allotted to him. Expectations of the employee should also be in accordance to the level of organisation in which he or she is working. Improving Employee Satisfaction If some organisation does not see employee satisfaction amongst its employees then there is nothing to be worried about. By following some steps, the organisation can improve employee satisfaction. One of the best possible ways is to conduct a feedback program. During this program, the organisation should take feedback from the employees so that they can know what the requirements of the employees are and what exactly they are getting in the organisation. Conclusion

From the above set of information, the level of employee satisfaction in an organisation can be gauged to great extent. The organisation can also make further improvements to the existing environment if required.