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Employee Engagement vs Satisfaction


Employee Satisfaction is not enough

Employee Satisfaction only indicates how happy or content your employees are. It does not address their level of motivation, involvement, or emotional commitment. For some employees, being satisfied means collecting a paycheck while doing as little work as possible. In fact, satisfied employees might be people your organization would be better off without.

Measuring employee satisfaction and making changes to increase employee satisfaction will not necessarily lead to increased performance. In fact, the conditions that make many employees "satisfied" with their jobs are likely to frustrate high performing employees. Top performers want to be challenged and to challenge the status quo.
They embrace change, seek out ways to improve, and want all employees to be held accountable for delivering results. By contrast, low performing employees often cling to the status quo, resist change, and avoid accountability whenever possible. Passion, commitment, and most importantly, discretionary effort... Engaged employees are motivated to do more than the bare minimum needed in order to excel in their role.

There are two primary factors that drive employee engagement and are based on statistical analysis and widely supported by industry research. They are: Engagement with ‘The Organization’ and ‘Engagement with “My Manager.”’


Employee Satisfaction versus Employee Engagement

Consider the following definition of employee satisfaction and definition of employee engagement:
Employee Satisfaction Definition:
Employee satisfaction is the extent to which employees are happy or content with their jobs and work environment.

Employee Engagement Definition:
Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.
Knowing whether employees are engaged or disengaged is only the first step. You also need to understand the key drivers of engagement. Focal EE employs two techniques that enable you to identify what to focus on and how to improve in those areas.
  • Priority Level - we look at the statistical patterns across all groups in your organization to determine which items are impacting overall engagement within each demographic group.
  • Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the survey that ask employees to provide examples of problems as well as suggestions for how to improve. These comments often provide the detailed and specific what, why, and how so you can take action.
Questions? Please call us at 1-949-583-9500 x2500 or email us at .