The Employee Satisfaction Score (ESAT) is a great way to tell if your team members genuinely like the team they work in.

Every team requires engaged team members for long-term health, high performance, and stability. When employees do not feel engaged with either their jobs or their team, happiness levels decline. Often unhappiness correlates to a decline in productivity. A Gallup poll showed that when workers felt actively engaged, profitability and productivity soared 20%!

As a manager, you have a responsibility to deliver results and also manage the needs of your team, keeping them engaged, motivated, and ultimately satisfied in their role.

In this article, we will educate you on the Employee Satisfaction Score (ESAT) and explain how to use it.

What is ESAT?

Employee satisfaction is a key metric that reflects the overall health of your team. A high satisfaction level shows that your team members are happy with how you treat them and the team culture.

Employees are asked to measure their satisfaction with the team on a five-point scale:

1 = Very Dissatisfied

2 = Somewhat Dissatisfied

3 = Neither Satisfied nor Dissatisfied

4 = Somewhat Satisfied

5 = Very Satisfied

ESAT is a major factor in motivation, goal achievement, and morale at the workplace. The reason it resonates is because of how simple it is. The participation rate and completion rate should both be high because of that.

Employee satisfaction matters both to the business and to the employees. This shouldn’t be underestimated! For example in client-facing roles, happy employees are extremely important because they represent the company to the public.

How to interpret and action the results

Regardless of the results, you and your team should always discuss the overall team score. It’s great to give people the opportunity to explain their feedback, share like-minded sentiments, and learn from others. This goes for not only the ESAT results, but all questions answered in the Engagement Practice.

During these conversations, you should go beyond the actual numbers and try to get more context about ‘why’. Get to the root cause(s) of low ratings, ask people to share examples to help make things tangible. Similarly, find the reason for above-average scores and decide on how to keep them high (or even improve them more). A final step is to collectively decide on actions that are collectively owned and share learnings with other teams.

In addition to a team conversation, you could add the ESAT-score as a (reoccurring) topic to individual 1:1 conversation in Impraise.

Now you’re armed with some recommendations, it’s time to schedule a team meeting to go over the results and come up with your own actions - good luck!

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