How Employee Engagement Differ from Job Satisfaction

 

How Employee Engagement Differ from Job Satisfaction

Although the Employee Engagement and Job Satisfaction are somewhat interrelated, they are not synonymous.  Job Satisfaction has more to do with whether the employee is personally happy than with whether the employee is actively involved in advancing organizational goals.

Employee Engagement

Employee Engagement is related to the level of employee’s commitment and connection to an organization. It is a critical driver of business success in today’s competitive marketplace. An engaged employee is more involved, satisfied and feel passionate about their job, while disengaged employees will complete their work but don’t feel invested in.

Job Satisfaction

Job satisfaction is the feeling of contentment or a s sense of accomplishment, which an employee derives from his or her job. It helps in determining, to what extent a person likes or dislikes his/her job. Employees feel satisfied when basic hygiene factors are met. These factors include pay, safety, benefits, tools & resources, job training and perks. Job satisfaction helps in attracting new employees and retaining the existing ones.

Employee Satisfaction V/S Employee Engagement

Though terms engagement and satisfaction are often used interchangeably, but they are different. Job satisfaction is one aspect of employee engagement. It is very important as it creates foundation upon which engagement can thrive. Employees must first be satisfied before they can be engaged. A satisfied employee may handle the job responsibilities decently, he/she will never go above and beyond. This is the key differentiation between engaged employees and satisfied workers. When employees are engaged, they not only feel happy about their job but are also thinking about how their company can be better. While an engaged employee is satisfied with their jobs, satisfied employees are not necessarily engaged with their jobs.

Drivers of Employee Engagement

 

How your company can improve engagement

1)     Recognize employees’ hard work

2)     Offer adequate development opportunities

3)     Embrace remote working and flexible scheduling

4)     Plan team building initiatives

5)     Let employee’s pursuit pet projects

6)     Enhance employee emotional intelligence with feedback and other processes

7)     Train Employees who shows potential

 If an employee wants to make a difference both the concepts are important. No matter how engaged employees are in their work, if they feel under compensated a satisfaction element, their engagement will suffer, and they’ll look for better prospects in future.