This article was originally published at 15Five and written by Nicole Klemp.
We all want to be satisfied with our jobs. None of us want to hate what we do, be underpaid, treated poorly, or experience the “Sunday Scaries” because we’re so dreading the workweek.
But is satisfaction enough? Does having a workforce full of satisfied employees always lead to positive business outcomes?
The terms “employee satisfaction” and “employee engagement” are often used interchangeably. But while you can assume engaged employees are satisfied with their job, not all satisfied employees are engaged. (Wait, what?)
To clear things up, let’s dig into what sets employee satisfaction and engagement apart and learn about the major factors that influence engagement in an organization.
Understanding the differences between satisfaction and engagement
For HR leaders, understanding the difference between job satisfaction and employee engagement is crucial. Let’s start with satisfaction.
What is employee satisfaction?
Having satisfied employees isn’t necessarily a bad thing. (The alternative is to have dissatisfied people, which can create a whole host of problems.) But satisfaction alone isn’t enough for employees to do their best work.
Satisfaction is surface-level. A satisfied employee may be content or even “happy” to come to work each day and collect their paycheck. They typically do what’s asked of them and follow the rules. They don’t ruffle any feathers or cause any disruptions.
That said, if an employee is merely satisfied but not engaged at work, they won’t go above and beyond. They’ll do the bare minimum to stay employed and won’t strive to meet or exceed stretch goals. These folks are not your high performers.
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What is employee engagement?
The ideal employee is both satisfied and engaged. Engaged employees are excited and energized by their work. They’re dedicated team members and helpful colleagues. They strive to perform their role at a high level and are passionate about the company’s mission and vision.
Certain factors contribute to an employee’s overall level of engagement. These engagement “drivers” include:
- Autonomy
- Capacity
- Coworker relationships
- Fairness
- Feedback
- Goal support
- Leader availability
- Leader integrity
- Meaning
- Professional development
- Psychological safety
- Purpose
- Role clarity
- Relationship with manager
- Rest
- Shared values
- Utilization
At 15Five, we define employee engagement as “those who find work and life consistently energizing, inspiring, and meaningful because they are leveraging their highest strengths, values, and passions.”
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