Post by romanamitaseo00 on May 14, 2024 3:49:29 GMT -5
When Corona arrived in Germany in March 2020, I was just starting my first office job at teambay and had to start my onboarding in the home office. The team in my new job was about the same size as my previous one in a toy store in Berlin. With a workforce of ten people, crisis management and internal communication would take care of themselves - you would think. The transition from one employer to another couldn’t have been more different. What went wrong in the toy store? After working with experts in employee communication and employee surveys for a while now, the answer is very clear: no emphasis was placed on employee satisfaction. Who defines employee satisfaction? If I was present in the toy store during my scheduled hours, was able to advise customers on purchases and fulfilled my other tasks, I was assumed to be satisfied.
My willingness to learn more about the products for this purpose was proof enough of this. But was that really the case? I say yes, I mean no. Employee satisfaction means something different for the workforce and the employer. Of course, customer-facing Millennials have different responsibilities and challenges than owner-operating Boomers who crunch Buy Whatsapp Number Data numbers from their office. We all define the demands on our jobs depending on our everyday work and so also our satisfaction with and in our work. So where is the best place to start measuring? The unit for measuring employee satisfaction: Employee Engagement What my former bosses didn't realize: There are now great ways to measure employee satisfaction. Since the beginning of the 2000s, employee engagement has been the conceived unit for the loyalty of employees to their company.
The definition has not fundamentally changed since then and as a fixed term, employee engagement cannot easily be translated into German. It describes the bond that employees have with their company and indicates how committed employees are to helping achieve larger company goals. Why promote employee engagement? In the toy store the employee dropout rate was very high, but in a city like Berlin new people can be found quickly. So it was no problem to continue to adhere to working practices that go back to before the fall of communism. Each further termination became an obstacle that had to be borne by the core team first and foremost and cost the bosses time and money in the long term. It didn't matter how satisfied the employees were and so we soon parted ways again. It would have saved both sides time, money and a lot of nerves if we had measured general employee engagement and taken measures to improve it.
My willingness to learn more about the products for this purpose was proof enough of this. But was that really the case? I say yes, I mean no. Employee satisfaction means something different for the workforce and the employer. Of course, customer-facing Millennials have different responsibilities and challenges than owner-operating Boomers who crunch Buy Whatsapp Number Data numbers from their office. We all define the demands on our jobs depending on our everyday work and so also our satisfaction with and in our work. So where is the best place to start measuring? The unit for measuring employee satisfaction: Employee Engagement What my former bosses didn't realize: There are now great ways to measure employee satisfaction. Since the beginning of the 2000s, employee engagement has been the conceived unit for the loyalty of employees to their company.
The definition has not fundamentally changed since then and as a fixed term, employee engagement cannot easily be translated into German. It describes the bond that employees have with their company and indicates how committed employees are to helping achieve larger company goals. Why promote employee engagement? In the toy store the employee dropout rate was very high, but in a city like Berlin new people can be found quickly. So it was no problem to continue to adhere to working practices that go back to before the fall of communism. Each further termination became an obstacle that had to be borne by the core team first and foremost and cost the bosses time and money in the long term. It didn't matter how satisfied the employees were and so we soon parted ways again. It would have saved both sides time, money and a lot of nerves if we had measured general employee engagement and taken measures to improve it.