Dear All Shall we start a discussion on the core factor which makes the employees feel satisfied in their job? Offer your view to make it as an interesting one. Regards S.Srinivasan
From Singapore, Singapore
From Singapore, Singapore
Hi...
To my opinion, Autonomy, Well defined career path, Challenging Job are the factors which can make employees satisfied.....
Actually, there are lot of factors...and depends on individuals as well...What one gives importance to. . Some gives importance to Money and some Growth...We can never ignore importance of Money in life....But can not say that money is the prime motivating factor which makes employee satisfied..
Regards,
Chaitali
Surat, Gujarat...
From India, Vadodara
34To my opinion, Autonomy, Well defined career path, Challenging Job are the factors which can make employees satisfied.....
Actually, there are lot of factors...and depends on individuals as well...What one gives importance to. . Some gives importance to Money and some Growth...We can never ignore importance of Money in life....But can not say that money is the prime motivating factor which makes employee satisfied..
Regards,
Chaitali
Surat, Gujarat...
From India, Vadodara
Hi, a number of companies have done a lot of research on employee engagement/retention factors, such as BlessingWhite, Towers Perrin and Hewitt.
Some of the factors identified are:
-clear goals and roles
-can see how their role contributes to the organization’s objectives
-opportunity for individual growth and development
-helpful feedback on performance
-meaningful incentives and rewards for good performance
-challenging and stimulating tasks
-provided the tools and resources to do a good job
-treated with respect
There are others, but I think these are the main factors. You can find some useful articles on employee engagement and motivation at http://www.businessperform.com/html/...anagement.html
I’m interested to hear other people’s ideas.
Les Allan
Business Performance P/L - Employee Engagement Matters
http://www.businessperform.com
From Australia, Glen Waverley
Some of the factors identified are:
-clear goals and roles
-can see how their role contributes to the organization’s objectives
-opportunity for individual growth and development
-helpful feedback on performance
-meaningful incentives and rewards for good performance
-challenging and stimulating tasks
-provided the tools and resources to do a good job
-treated with respect
There are others, but I think these are the main factors. You can find some useful articles on employee engagement and motivation at http://www.businessperform.com/html/...anagement.html
I’m interested to hear other people’s ideas.
Les Allan
Business Performance P/L - Employee Engagement Matters
http://www.businessperform.com
From Australia, Glen Waverley
Dear Folks,
If we look at the corporate culture in varios institutions ,we can easily conclude that effective and open communication is the the prime most important thing to retain the employees.
As in lot many institutions employees are facing FEAR OF UNKNOWN(KAL KIA HOGA)...is an important factor which forces star performers to leave.
I my self witnessed a leading textile set up sinking into deep waters just because of this phenomenon...nothing was wrong their but the owner never discussed any of his strategic decisions with his senior managers...eventually people become frustrated which ended up into higher turnover rate...and eventually the plant was closed.
Keep smiling.
Khurram Lodhi.
From Pakistan, Lahore
If we look at the corporate culture in varios institutions ,we can easily conclude that effective and open communication is the the prime most important thing to retain the employees.
As in lot many institutions employees are facing FEAR OF UNKNOWN(KAL KIA HOGA)...is an important factor which forces star performers to leave.
I my self witnessed a leading textile set up sinking into deep waters just because of this phenomenon...nothing was wrong their but the owner never discussed any of his strategic decisions with his senior managers...eventually people become frustrated which ended up into higher turnover rate...and eventually the plant was closed.
Keep smiling.
Khurram Lodhi.
From Pakistan, Lahore
in my opinion & in simple words: 1. good & learning environment 2. Good salary package 3. Good Profile (as matched with his/her qualification/exp.)
From India, Delhi
From India, Delhi
Hi
You people have clearly mentioned the prior most factors. I agree with your views.
Today people are jumping like anything to other orgs. stating the reason MONEY. I feel that they have never stayed any org. and known fully about its values, vision, its scope, the employees growth in the org. etc.,
I dont think that the employees understand well with in a period of 6 months.
Srinivasan
From Singapore, Singapore
You people have clearly mentioned the prior most factors. I agree with your views.
Today people are jumping like anything to other orgs. stating the reason MONEY. I feel that they have never stayed any org. and known fully about its values, vision, its scope, the employees growth in the org. etc.,
I dont think that the employees understand well with in a period of 6 months.
Srinivasan
From Singapore, Singapore
Hi folks,
Most of the prime factors for employee satisfation are already shared by other friends. Following also contributes for empolyee satisfaction.
* Brand Name
* Friendly Office Environment
* Employee Career Development Porgrams
* Fun at Work and Outings to understand each other better for Team Work.
* Additional Benefits(Travel, Food, etc.....)
Thanks,
Kalyan.
From India, Bangalore
Most of the prime factors for employee satisfation are already shared by other friends. Following also contributes for empolyee satisfaction.
* Brand Name
* Friendly Office Environment
* Employee Career Development Porgrams
* Fun at Work and Outings to understand each other better for Team Work.
* Additional Benefits(Travel, Food, etc.....)
Thanks,
Kalyan.
From India, Bangalore
The most powerful tool you have for creating an enlivened, dedicated, mission-driven organization of impassioned people is a tool you can't use. You can only hold it, show it to others, gently encourage others to use it, and demonstrate it every chance you get. It's a tool whose power grows only when other people willingly use it after being inspired by your example. That is where your power lies. The tool? It's the breath of life in Herb Kelleher's formula for psychic satisfaction. It's OTJJ—On The Job Joy. Its components are recognition, rewards, and fun. And when they're applied together, they can be more powerful as a motivator than even compensation.
The problem for you is that you can only set the stage for it. You can't force it. But once you choose to use it, you can turn a dreary workplace into a self-perpetuating passion machine. Are you up to that challenge?
Taken as a group, recognition, rewards, and fun are best treated as a philosophy rather than a program. Supporting and celebrating the passion and spirit of your employees must be a natural, spontaneous, and authentic part of your corporate way of life. Otherwise you will lose the foundation of trust and communication that you've already built. Your philosophy must be appropriate to the culture of your own environment. Don't try to be another Southwest Airlines. If your corporate culture is closer to that of a monastery than to that of Graceland, you can still use the principles of recognition, rewards, and fun. Just be honest. Just be from the heart.
From Pakistan, Ghotki
The problem for you is that you can only set the stage for it. You can't force it. But once you choose to use it, you can turn a dreary workplace into a self-perpetuating passion machine. Are you up to that challenge?
Taken as a group, recognition, rewards, and fun are best treated as a philosophy rather than a program. Supporting and celebrating the passion and spirit of your employees must be a natural, spontaneous, and authentic part of your corporate way of life. Otherwise you will lose the foundation of trust and communication that you've already built. Your philosophy must be appropriate to the culture of your own environment. Don't try to be another Southwest Airlines. If your corporate culture is closer to that of a monastery than to that of Graceland, you can still use the principles of recognition, rewards, and fun. Just be honest. Just be from the heart.
From Pakistan, Ghotki
Hai all,
Environment, food, transport, salary, are the basics in these days.
the only thing that could satisfy a employee is the profile, choose the right person for the right place. If he is satisfied with his profile all comes in it, even though if he is not satisfied with other things, he may adjust, but in the absence of his or her job profile it could cause some problems.
From India, Madras
Environment, food, transport, salary, are the basics in these days.
the only thing that could satisfy a employee is the profile, choose the right person for the right place. If he is satisfied with his profile all comes in it, even though if he is not satisfied with other things, he may adjust, but in the absence of his or her job profile it could cause some problems.
From India, Madras
hi
i agree with senthil
Employee is satisfied only when he gets the right job profile
even if he gets a job with good salary, incentives in an eminent organization unless and until he gets the desired job profile, he will not be stable ie. keeps changing the job giving various excuses to the management.
thanks & regards
arc :)
From India, Hyderabad
i agree with senthil
Employee is satisfied only when he gets the right job profile
even if he gets a job with good salary, incentives in an eminent organization unless and until he gets the desired job profile, he will not be stable ie. keeps changing the job giving various excuses to the management.
thanks & regards
arc :)
From India, Hyderabad
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