Essential Factors for Job Satisfaction

Q 12… What the questions mean? A sneak peek.

Q1. Do you know what is expected of you at work? • Does it require Job descriptions? OR… • EXACTLY what your employer expects you to accomplish for the benefit of the organization, and on what BASIS will your performance be evaluated • Exercise: Take a few minutes and write down what you think is expected of you at work. Talk with your supervisor or employer and see if you're right. You either are or you aren't, and you will be much better off knowing, rather than guessing at what is expected of you

Q2. Do you have the materials and equipment to do your work right? • Employees have differing views of what constitutes a "need" and, indeed, of what constitutes "supplies and materials." • Objects – staplers or aerodynamic chairs • Access to the information • Relational needs - Window office, for example, or a Corporate credit card, MS 2007 • For some employees, supplies and materials fulfil psychic needs for recognition, respect or praise

Q3. At work, do you have the opportunity to do what you do best every day? • FACT-Someone in your team enjoys doing something that you loathe • FACT-Whether you are a line worker or a CEO, your workday can be tweaked so that on a daily basis you get to do what you do best

Q4.In the last seven days, have you received recognition or praise for doing good work? • Dopamine, the feel good factor • SOURCES: Alcohol, Drugs & praise  • Effects do not last long, there is a refill required every one week… • If everyone wins, no one does • Way of praising varies among individuals… • “What am I doing this for? NOBODY CARES…”

Q5. Does your supervisor, or someone at work, seem to care about you as a person? • To get to know each other on a personal level, and invest your time and your efforts in understanding what they do when they’re not doing what they do every day at work • You must care about the whole person, so you can understand why they do what they do • Do you see someone who you know could have left years ago to make more money somewhere else, but mysteriously, she sticks around and works harder and harder every day, working for the same person, and you don’t know why, because you don’t see anything special about that manager...

Q6. Is there someone at work who encourages your development? • Mentor • Have you ever worked somewhere and had someone above you that served as your mentor? It is a great feeling to know that someone is in your corner, offering advice and encouragement and is invested in your development

Q7. At work, do your opinions seem to count? • The quality of the work we do is often related to the bond we feel with our employer • In too many organizations, "decision making" is left to senior management, without honestly evaluating the input of other employees • There is little buy-in from those people who are responsible for putting things into action and carrying-out daily operations

Q8. Does the mission/purpose of your company make you feel your job is important? • What is my contribution in the overall numbers? • Where am I adding value?

Q9. Are your associates (fellow employees) committed to doing quality work? • Degree of Ownership; being assigned to a team vis-a-vis actually identifying with that team

Q10. Do you have a best friend at work? • Quality relations at workplace forge company allegiance through the following 3 pillars: • Trust - effective change integration and adaptation • Stress management • Loyalty to employer & employees

Q11. In the last six months, has someone at work talked to you about your progress? • Ok! I know what to do & I am doing it as well... • I do not know if I am doing it right, but I’ve heard nothing to the contrary, so... • Sometimes it’s only at the annual performance appraisal does an employee get to hear what you think of their work

Q12. In the last year, have you had opportunities to learn and grow? • Highly individual driven • Care about it.Even though you might feel that you have plenty of opportunity for learning and growth, don't assume your team feels the same • Learn what makes each person tick.What is each hoping for? What talents does each have, and which talents would they like to build upon? • Help each person sort out a plan for growth – training, projects, transfer? • Help each employee set challenging goals that will be achievable only with some new learning

Essential Factors for Job Satisfaction