This document sets forth a plan for a company to create and implement an employee
satisfaction program. Evaluating the satisfaction level of the current workforce and help
management keep employees involved and interested in their work and may further
improve employee loyalty, creativity, and productivity. This document is intended to
supply standard language and can be modified to fit the needs of any individual seeking
to create an employee satisfaction program within their company.
EMPLOYEE SATISFACTION PROGRAM
Why Employee Satisfaction?
A company's success depends on a dedicated, quality workforce who can apply their excellence to the
good of the organization. In order for that to happen, it is essential that the employees feel as though
they are a part of a company that cares about their needs and provides stability and opportunity for
It is because of this that it is essential to continually evaluate the satisfaction level of the current
workforce in order to ensure the company and the workers are providing mutual benefit and
Happy employees are more interested and involved with their work, and as a result become more loyal,
creative and productive. We are able to evaluate employee satisfaction through several methods. Taking
a critical look at employee turnover, exit interviews and surveys can paint a realistic picture of worker
Methods of Gauging Satisfaction
Employee turnover can be a good indicator of the level of workforce satisfaction at [COMPANY
NAME]. Additionally, taking sick days into account can also be insightful. A lower occurrence of sick
days and low turnover both indicate a higher level of job fulfillment.
Exit interviews can be an extremely useful and insightful tool for gauging satisfaction. When an
employee has left the job, he or she is more likely to speak candidly and openly about their experiences
with the company, allowing a glimpse into areas of strength and areas that may be in need of
improvement. Also, knowing why employees leave can be helpful in attempting to retain other workers
and minimize turnover.
Simply conducting a survey can boost workforce morale in itself by showing that an employee's
opinions are valued. Periodic surveys that are kept confidential can provide an outlet for employees to
safely and privately voice any concerns while remaining anonymous. When survey results lead to
adjustments and actions, employees are reassured that their voices have been heard and that their
opinions are valid in the view of [COMPANY NAME].
What We Can Learn
Data that is gathered from the above methods is valuable, but it should always be put into context
beside other, similar companies. Although no organization has a workforce that is 100% satisfied, it is
important to determine how [COMPANY NAME]'s employees compare to the average.
With a few small actions such as these, [COMPANY NAME] can ensure it is keeping an open mind
and an open ear to the concerns and voices of its employees. When the workers feel as though they are
on the same page as their employers, satisfaction and productivity will be maximized.
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