Employee engagement vs employee satisfaction: both are two key benchmarks that are often used to evaluate the efficiency of an organization’s human capital. While these two concepts are often used interchangeably, both represent distinct aspects of the employee’s experience with different impacts on organizational performance.
So how is employee engagement different from employee satisfaction? What makes them essential to organizations? Here, we will discuss these two critical factors in HR and create strategies to improve employee engagement and satisfaction in the workplace.
Both Came from Different “Schools of Thought” within the HR
Employee satisfaction and employee engagement are two related but separate concepts. Both had emerged from different schools of thought within human resources management.
Historically, research into job satisfaction began in the early 1930s and has been strongly influenced by the depression of economic and employment crises. However, employee satisfaction has been a critical concept in management since the 1950s and 1960s. During that period, researchers explored the relationship between work satisfaction and performance.
The idea was that employees could be more productive and efficient if they were satisfied with their jobs and working conditions. As a result, several organizations have started prioritizing employee satisfaction. They tried to achieve this by sweetening compensation and benefits and enhancing professional development opportunities.
On the other hand, a whole new concept, employee engagement, came to light in the 1990s and early 2000s. Though linked to job satisfaction, commitment is seen as a more comprehensive measure of people’s commitment to their work and businesses.
That’s because engaged employees are also satisfied with their work and feel emotionally connected and motivated to their work. People with a high-level commitment to work will go above and beyond their job requirements, take the initiative, and strongly support their organization.
Employee Satisfaction Vs Employee Engagement: Key Differences
Employee satisfaction and engagement are measured differently as well. For example, employee satisfaction can be measured through surveys and other feedback mechanisms assessing employees’ perceptions of job satisfaction.
Employee engagement, however, requires a more comprehensive assessment of their motivation, commitment, and link to organizational goals.
Let’s review some key areas where employee satisfaction and employee engagement are different:
1. Scope
Employee satisfaction tends to focus on employees’ basic needs and expectations in their work, such as compensation, working conditions, and benefits. Employee engagement covers a broader range of factors related to employee motivation, such as an emotional connection to the organization’s objectives, a sense of purpose, and alignment with the organization’s values.
2. Motivation
Satisfied employees may feel happy and comfortable in their work, but this does not imply that they are motivated to do their best. At the same time, engaged employees are motivated by purpose and a connection with their work. They will do their best to contribute to the success of the organization.
3. Commitment
While satisfied employees may be less likely to leave the organization, this does not mean they are committed to achieving its long-term goals. Committed employees, however, are emotionally invested in the company’s success and are more likely to stay with it and help grow it.
4. Performance
Happy employees can be productive, but engagement is linked to higher performance, creativity, and innovation. Committed employees are more likely to own their work and strive for excellence, which can positively impact overall organizational performance.
Find the Right Mix and Match of Employee Satisfaction and Engagement
Balancing employee satisfaction with engagement is key. This is because over-satisfied employees who are not engaged may not be motivated to put their best foot forward, even if they are happy. As a new survey found, in 42% of companies, lazy people are the happiest employees.
However, very engaged employees who are unhappy can eventually exhaust themselves or look for opportunities elsewhere. That makes balance so critical here.
In order to strike the right balance between employee satisfaction and engagement, companies can take several actions, including:
1. Find out if your people are satisfied and engaged.
Surveys are standard corporate tools for measuring employee satisfaction and engagement. These surveys can be designed to gather information on a broad range of subjects, including:
- work environment
- compensation and benefits
- work-life balance
- communication
- management
- Possibilities for growth and development
2. Analyzing the results
Importantly, measuring employee satisfaction and engagement is just the first step. Once the data is collected, businesses must address all issues and improve their work culture. This may involve modifying management policies, procedures, and practices to create a more positive and engaging work environment for employees.
3. Create action plans
Let’s suppose that the survey results indicate that employees are generally satisfied with their work but lack motivation or feel disconnected from the company’s mission. In this case, it may be necessary for the company to focus on employee engagement.
That could include improving communication channels, providing more opportunities for growth and development, or delivering programs to increase employee participation in decision-making processes.
On the other hand, if the survey results indicate that employees are not satisfied with their job, such as feeling overloaded or underpaid, The business could need to focus on employee satisfaction. It can be done by enhancing working conditions, compensation, and benefits or by providing better training and support.
Please note that employee satisfaction and engagement go hand in hand. Therefore, instead of debating employee engagement vs employee satisfaction, companies should strive to improve both.
