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NOAA Workforce Management Office
Serving NOAA's Most Valuable Asset - People
NOAA Supervisory Resource Guide
What Can I Do To Increase Employee Job
Satisfaction?
Typical Scenarios: 1. Your employees are performing well, but you think they can be even more productive. 2. You have an employee(s) who is bored, burned out, or just not happy in the job. 3. You have limited resources and/or authority for the kinds of “perks” that are common in the private sector.
Principle:Managers have a responsibility, and the flexibility, to create an environment that enables all employees to excel while contributing to the organization’s mission.
Where Do I Start: Get to know your employees. People value different things about their jobs; learn what is important to each employee in your workplace.
Rules and Flexibilities: Managers have substantial latitude in creating a satisfying and productive work environment. Formal workplace policies can help. See the following for ideas:
- How Do I Contribute to an Employee’s Career Development?
- How Do I Promote an Employee?
- How Do I Reward an Employee?
- How Do I Reassign an Employee?
- What is the Alternate Work Schedule (AWS) Program?
Future WFM Managers’ Corners will cover other formal workplace programs including telework and tuition reimbursement.
Good Management Practices: Managers often assume that employees respond primarily to salary, cash awards, bonuses, or working conditions. However, research studies have shown that employee satisfaction and motivation is generally related to the nature of the work itself and to opportunities for achievement, recognition, responsibility, growth, and advancement. The following management practices can have a significant impact on employee job satisfaction and organizational effectiveness:
- Use the full range of employee knowledge and skills by providing opportunities for challenging assignments.
- Consider reassignments so that employee strengths align with position requirements.
- Involve employees in real goal setting, planning, and problem solving.
- Provide meaningful work; restructure positions if necessary and possible. Consult your WFM Advisor for assistance.
- Provide public recognition of efforts and achievements, for example at regular staff meetings.
- Show respect for diverse ideas and opinions.
- Give employees additional responsibilities and the freedom to take action.
- Explain why assignments are important to the accomplishment of NOAA’s mission and/or how they serve the public good.
- Provide opportunities (e.g., time and access to E-Learning@noaa.gov) to learn new things.
- >Give and ask for honest and constructive feedback.
- >Mentor your employees.
- >Support developmental assignments and on-the-job training.
- >Take staff to meetings or briefings for which they have done the work; have them do the briefing if possible.
- Give personalized forms of acknowledgment such as a simple thank you note.
- Establish a “symbolic,” circulating award such as a pair of scissors for “cutting through the red tape.”
- Share as much information as possible with employees so that they feel “in on things.”
How satisfied are NOAA employees with the Agency’s management practices? See the NOAA Survey Feedback Action Results.
Checklist:
- Get to know your employees.
- Review management practices in your organization.
- Take action as appropriate.
Page last edited: January 23, 2008
