Employee satisfaction: building a happier workforce

This eBook offers the latest insight and expert advice on what employee satisfaction means, how to understand it, and ways that organisations can achieve better levels of workplace happiness.

2 mins read
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​In the wake of the Covid pandemic, Reed decided to investigate the subject of employee satisfaction to find out what people most want from their working lives. We surveyed 2,000 employees in a variety of sectors to do this.

Key findings from the survey revealed:

  • 24% of workers are planning on changing jobs in the next two years

  • Over a third (36%) feel their pay is too low for the work they do

  • Workplace friendships are the most satisfying element of working for their current company (45%), with flexibility of working hours (40%) and salary (33%) closely following

  • Two thirds (65%) stated their company does not offer rewards for good performance

This eBook looks primarily at the ingredients of employee satisfaction: the measures to which managers should aspire to keep their workforce satisfied, also addressing the more aspirational theme of engagement. Throughout, experts in the field share their insight and methods for raising staff satisfaction, using tried and trusted ideas that might be useful to integrate into your organisation. 

Experts featured in this eBook include:

  • Carolyn Nevitte, Director, People Insight

  • Matthew McDonnell, Director of Employee Experience, Willis Towers Watson

  • Katie Whitehouse, HR Director UK&I, ServiceNow

  • Chris Brindley, Head of Reward & Co-member Experience, Reed

  • Niamh Macaskill, Head of People and Experience, Camelot

A happy workforce is a productive one and listening to employee views is the first step employers can take to make changes for the better.

By downloading this eBook, you will understand:

What employee satisfaction mean

As well as in their day-to-day tasks, staff satisfaction is closely linked to how an employee feels about a company’s style of management and organisational culture – the traits that define the business such as internal communication, staff development policies, and recognition of employee performance.

Key considerations in raising employee satisfaction

For satisfaction at work, employees need a direction and a sense of purpose that keeps them going. Therefore, leaders must be clear about their strategy and goals to help employees feel connected, valued and fulfilled. 

Best practice in designing a satisfaction survey

A well-designed, well-timed employee satisfaction survey can reap rewards for your business in the long term, maintaining a workforce that can be trusted to deliver. Surveys shouldn’t just be saved for times of hardship.

How to use survey data to implement change

One way to generate high employee satisfaction is to focus directly on those areas that matter most to employees – and regularly review them to ensure they remain relevant.

The future of employee satisfaction

To be an ‘employer of choice’ in the future, employers cannot merely offer competitive rewards, development opportunities, and healthy company culture. They’ll need to provide a consistently positive employee experience as well.

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Tackling hiring fraud guidance – free download
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Tackling hiring fraud guidance – free download

Hiring fraud is an insidious practice that undermines trust and poses significant financial and reputational risks for businesses. As employers strive to find the right talent, they must remain vigilant against fraudulent activities that can tarnish their operations and brand integrity.

Hiring fraud manifests in various forms, from falsified credentials and fabricated work histories to identity theft and impersonation. These tactics often deceive even the most astute recruiters, leading to the unwitting employment of unqualified or dishonest individuals. The consequences can be dire, ranging from decreased productivity and morale to legal liabilities and damage to company reputation.

Detecting fraudulent applications has become increasingly challenging. However, employers can use several strategies to safeguard their recruitment processes.

Most recently, Reed has contributed to the first guidance of its kind to help organisations protect their recruitment practices. ‘Tackling hiring fraud: the response to a growing problem’ serves as a frontline tool in the battle against fraudulent hiring activity.

Steps to a secure hiring process

The guide, fronted by the Better Hiring Institute, identifies nine types of fraudulent activity: reference fraud, qualification fraud, fake application documents, CV-based fraud, employment scams, manipulation of artificial intelligence, dual employment, immigration fraud and fraud as a result of recruitment agency usage. Each is addressed in detail with case studies and expert guidance on prevention.

As a rule, thorough background checks are indispensable. Employers should verify the authenticity of educational qualifications, professional certifications, and employment histories provided by candidates. Utilising reputable background screening services, such as Reed Screening, can help uncover discrepancies and ensure that prospective hires possess the credentials they claim.

Identity verification measures are essential. Adopting biometric authentication or identity verification technologies will help, reducing the likelihood of impersonation and identity theft.

Stringent interview processes can also serve as a deterrent against fraudulent candidates. Conducting multiple rounds of interviews, including in-person assessments, and soliciting detailed responses can identify genuine candidates from impostors.

Technology can automate and streamline recruitment processes. Candidate tracking systems equipped with fraud detection algorithms can flag irregularities in applications, adding a further layer of protection.

It can also help to raise awareness of hiring fraud with your employees – encouraging them to report suspicious activities and provide avenues for whistleblowing. Providing guidance on how to spot red flags can have a ripple effect, protecting both the business and employees from falling victim to fraud in their career.

Protect your business with our hiring fraud guidance – free download

Technology has enabled criminals to take advantage of traditional recruitment processes, and organisations must adapt if they are to avoid CV fraud, employment scams, manipulation of AI tools and many more tactics.

Reed Screening, together with Better Hiring Institute and other partners, have defined hiring fraud as any fraud committed during the hiring process, which may be committed by an individual against an organisation, or by an entity against a jobseeker.

This comprehensive guide, ‘Tackling hiring fraud: the response to a growing problem’, identifies how employers can protect their organisations, using expert advice on how to prevent the most common criminal activity.

"Employers should be very worried about hiring fraud. At Reed Screening, we have made huge progress over the last few years in making hiring faster globally, including being referenced by UK government for our work on digital right to work. However, with the development of technology and improvements in the speed of hiring, we have seen an acceleration and amplification of fraud."

Keith Rosser
Director of Group Risk & Reed Screening – Reed

The new Better Hiring Institute free guide on tackling hiring fraud, co-written by Reed Screening and Cifas, contains a really useful checklist for HRDs (human resources directors) and CPOs (chief people officers) to use to ensure the company they represent has all the right defences in place.

Download our free hiring fraud guidance to help safeguard your organisation using the button at the top of this page.

Hiring fraud: how to safeguard your organisation
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Hiring fraud: how to safeguard your organisation

​To combat the rising tide of hiring fraud, Reed Screening recently joined forces with the Better Hiring Institute and fraud prevention experts Cifas and ST Smith, to launch guidance for employers. This free, comprehensive eBook is now available to download and provides the latest insight into the gravity and scale of threat facing organisations today.

Complete with case studies highlighting common criminal activity, such as resume fraud and employment scams, the guidance offers solutions to counter these tech-based crimes, helping to protect your recruitment teams from falling victim to imposters and impersonators.

We spoke to Keith Rosser, Director of Group Risk & Reed Screening – Reed, about the new guide, Tackling hiring fraud: the response to a growing problem.