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Work-Life Balance, Learning Opportunities Have Greatest Impact on Job Satisfaction

Jan. 26, 2012 €- Want to know the way to an employee's heart? Professionals interviewed by OfficeTeam identified work-life balance and opportunities to learn and grow as the top contributors to their job satisfaction. The results are in line with those from a similar survey in which managers were asked about the factors most tied to employee morale.

Workers were asked, "Aside from salary, which one of the following aspects of your job is most tied to your satisfaction?" Their responses:

Work-life balance.............................................................   28%
Opportunities to learn and grow.......................................   27%
Ability to accomplish goals..................................................   20%
Camaraderie with coworkers................................................   13%
A good working relationship with the boss.............................   11%
Don't know.........................................................................     1%
                                                                                          

The survey of workers also revealed differences by age: Respondents between the ages of 35 and 44 were most concerned with work-life balance (46%), and those between the ages of 18 and 34 indicated the greatest interest in opportunities to learn and grow (37%).

"Professional priorities change over time," said Robert Hosking, executive director of OfficeTeam. "Because there's no one-size-fits-all formula for encouraging job satisfaction, supervisors should get to know their team members individually to better understand what motivates and inspires each of them."

Everyone appreciates the ability to successfully juggle business and personal obligations, Hosking noted. OfficeTeam offers five tips managers can use to help their teams achieve work/life balance:   

Be flexible. If it's practical for your business, offer alternative work arrangements such as modified schedules or job sharing. 
Reduce their commute. Give personnel whose jobs can be done remotely the option of working from home one or more days a week.
Watch the clock. Avoid contacting staff outside of office hours unless the matter is urgent and cannot wait until the next business day.
Take a breather. Remind workers to take breaks and vacations. Set a good example by doing so yourself.
Bring in reinforcements. Encourage employees to seek help when they are overwhelmed with projects. Use temporary professionals, when necessary, to alleviate workloads.

Contents © 2012 WorldatWork. For more information, contact the Copyright Department at WorldatWork.


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