The most successful businesses are those that value employee satisfaction. As the old saying goes, a happy employee is a productive employee. Consequently, it’s imperative that you continually assess your employee satisfaction levels.

To help you create a happier workplace and more productive employees, here are seven surprising stats that you need to know first.

31% of employees cite financial issues as the thing that causes them the most stress

The above might not seem that surprising. But when you discover that only 21% of employees surveyed pointed to their job as the thing that causes them the most stress, it gives you pause for thought.

What does this mean for you?

If your employees are stressed, this will negatively impact their attendance and performance, which in turn will affect your business. A regular pay rise can alleviate these concerns, but when budgets are stretched, it’s not always feasible.

Instead you will need to think more carefully about how you recognise and reward your employees. One option is offering a one-off performance-based bonus. This compels employees to work harder, while at the same time giving them a financial boost to ease their stress.

89% of employers think employees quit for higher pay. In fact, only 12% do

Despite what the statistic above states, an employee’s financial issues aren’t always a result of their employer’s pay scheme. In fact, the percentage of employees who genuinely do quit for higher pay is just 12%.

With only 12% of employees leaving for a higher salary, it’s a sign that other, more pressing issues might be present in your company.

What does this mean for you?

Your pay scheme isn’t necessarily the reason why employees quit. A worker’s financial issues aren’t always the result of poor pay. Any number of factors could exacerbate an employee’s personal financial situation.

Consequently, if an employee cites financial issues as their reason for leaving, your pay scheme doesn’t necessarily demand re-evaluating. Instead, look at their resignation as an opportunity to improve your overall employee experience.

Create a thorough exit interview that digs deep into an employee’s reasons for leaving. Identify specific issues that compelled them to quit, and ask them for suggestions on how it could be improved. In doing so, you can preserve your workforce by preventing more resignations further down the line.

Some employees may be reluctant to provide a truly honest exit interview for fear of soliciting a negative reference for future jobs. Assure them that this isn’t the case, and let them know you appreciate their candor.

82% of employees would feel more loyal to their employer if they were offered flexible working arrangements

Looking beyond the financial issues mentioned above for a moment, other issues affecting employee engagement might be at play. As this statistic shows, simply offering flexible work options is enough to quell employee dissatisfaction.

What does this mean for you?

Unfortunately, not every business can afford, or is able to, provide flexible work arrangements. But it is sometimes possible to find a happy medium that works for both employee and employer.

Even giving employees one day of remote working a week is enough to enhance employee engagement. Alternatively, letting them come in an hour or so earlier or later gives them the breathing room they need to work better. These are small changes that will have little impact on your output — indeed, they might even increase productivity as a result.

85% of employees deal with some form of workplace conflict

We spend a significant portion of our waking hours at work, stuck in the same office with the same people for eight hours a day, seven days a week. Consequently, it’s natural that arguments will happen, silly squabbles that often blow over as soon as they arise.

But in many cases, these squabbles can turn into something bigger. And when your employees spend 2.1 hours a week involved in these arguments, that accounts for a lot of wasted hours — 385 million working days in total, to be exact.

What does this mean for you?

Workplace conflict negatively affects your business by wasting time, impacting employee happiness, and disrupting the work of others. Consequently, you should put in place a detailed conflict resolution process. This should identify who to contact in case of a dispute, and what will happen as a result of a formal complaint.

But the best way to prevent workplace conflict is by identifying disruptive employees from the off. Learn how to spot bad hires during the interview process. A patchy résumé and tepid references are just two signs to look out for, but so too is a candidate who excuses their failures rather than admitting them.

53% of HR associates report a stronger employee engagement as a result of an enhanced onboarding program

Employee satisfaction starts from the moment they join a business. Onboarding is a vital process, not just for training and orienting your new joiner, but for assimilating them into your work culture.

What does this mean for you?

Strive to create a positive relationship with your employees from the moment they connect with your business. A thorough onboarding process is important, but so too is the interview stage.

A positive experience during the application and interview phase sparks a strong employee-employer relationship early on. This creates a solid foundation for increased employee engagement throughout their career.

70% of US workers quit their role because of issues with their manager

It’s not them — it’s you (sometimes).

The ‘horrible boss’ is a common stereotype, present everywhere from Office Space’s Bill Lumbergh to Miranda Priestly in The Devil Wears Prada. But the statistic above shows it’s a stereotype that’s based in reality — sort of.

Because obviously, managers aren’t all evil caricatures who are out to make their employees’ lives a misery. Bosses are people too, so this is indicative of something more complex.

What does this mean for you?

This statistic doesn’t mean that you are a terrible boss and your employees hate you. Indeed, it doesn’t even mean that the 70% who quit had the worst boss in the world.

But it does show that problems might exist between some employees and their employers, problems that the latter might not even be aware of. You might be acting in a manner that feels completely acceptable to you, but abhorrent to others.

It all comes down to communication. Create a positive company culture in which your employees are comfortable engaging with you, where discussion can be frank and honest without causing offence.

33% of people quit their job for a new challenge

The statistic above might paint a bleak picture for managers. But this is just one report, and other statistics paint a very different picture.

In fact, a survey conducted last year by Korn Ferry found that the number one reason why people leave their job is that they seek a new challenge. This contradicts the statistic above, but reveals another side to employee engagement that is worth considering in 2019.

What does this mean for you?

While the statistic above lands the blame squarely at the manager’s door, this isn’t always the case. Many employees crave career advancement. Consequently, when an employee hands their resignation in, it might simply be out of your hands.

The fact is, not every workplace structure lends itself to constant career advancement. Often, the only way up is when a senior role is available. And if individuals in those roles are in it for the long haul, employees below them will be forced to look further afield — and that’s fine. It’s just part of the career ladder.

Your employees are the lifeblood of your business. When they’re healthy and happy, they will serve you well long into the future. But when they’re dissatisfied with their role and employer, it will negatively impact your business.Use the above stats as inspiration for creating a positive working environment that fosters growth and success, both for your business and your employees.

Article source: Kayleigh Alexandra

Image source: Pexels