How to measure job satisfaction

Detailed analysis of specific work, but the most basic ones should involve the following aspects: 1. Administrative aspects 1. First, look at whether the unit’s recruitment procedures are fair and reasonable? If it is unreasonable, what aspects should be improved? 2. Is the position setting scientific and reasonable? 3. Which aspects should be evaluated in the performance evaluation of staff, such as task completion, work process, work attitude, innovation, etc. The staff being assessed should be asked which of the above items should be the main assessment content. 4. It must be clear what standards the unit should base on when distributing wages and remuneration, such as performance evaluation results, academic qualifications, years of service in the unit or excess achievements, etc. And at the same time, it is made clear to them that the wages and remuneration paid to them should be based on the above one as the main basis. 5. The employee should make it clear which labor contract is more appropriate for him or her to sign with the unit. The main purpose is to see how many years he or she is willing to serve the unit. 6. Check whether employees are satisfied with the current welfare policies (holiday gifts, birthday gifts, health examinations, paid holidays, social pension/unemployment insurance) and whether they are complete. If not, what improvements need to be made. 7. Look at employees’ needs for on-the-job training or other training. 8. See if employees think it is necessary to provide management knowledge training to the unit’s middle managers. 9. If it is technical training and requires personal investment, it depends on the maximum affordability of the employees. Set a standard that is within the unit's control. 10. See if employees think there is a future for them working in the unit. 11. Also understand what employees value most besides salary. For example, opportunities to improve one's abilities, a good working environment, harmonious interpersonal relationships, a sense of accomplishment at work, etc. 12. Understand what employees think are the biggest issues currently affecting their work attitudes. For example, there are no opportunities to improve one's abilities, the working environment is poor, interpersonal relationships are not harmonious, and there is no sense of accomplishment at work, etc. 13. Understand the employee’s views on the current job; see whether he thinks it is suitable and has the confidence and ability to do it well; or whether it is a job he likes but his abilities are lacking; or it is not his ideal job, but he able to do well; and the job is not suitable for him and he hopes to change his position. 14. Understand his career tendency, whether he always wants to continue doing it, or whether he has other plans. 15. Let’s understand the opinions of the following employees on the environmental sanitation situation of the unit. 16. Check the employees’ opinions on whether the unit’s current attendance system is reasonable. If it is unreasonable, ask them to explain the reasons. 18. Find out from employees what are the biggest problems in current personnel management. Is there a problem with recruitment or training or salary and evaluation. 2. Employees’ personal aspects 1. Look at employees’ evaluation of the current working environment. And let them put forward suggestions for improvement. 2. Employees are personally satisfied with the current working time arrangement. How to improve if not satisfied. 3. How employees feel about the urgency of the work, whether it is urgent or relaxed, and provide suggestions for improvement. 4. See employees’ views on the challenges of work and provide suggestions for improvement. 5. Check employees’ attitude towards whether their abilities are fully utilized. and provide suggestions for improvements. 6. Understand whether employees think their work is recognized by their leaders and colleagues. and provide suggestions for improvements. 7. Understand whether employees are satisfied with their current treatment. and provide suggestions for improvements. 8. Understand whether the working relationship between employees and their colleagues is harmonious and provide his or her suggestions for improvement. 9. Understand whether employees cooperate harmoniously with other departments and provide suggestions for improvement. 10. Understand whether each employee is under multiple leaders and let them provide suggestions for improvement. 11. Understand whether employees' job responsibilities are clear and provide opinions accordingly. 12. Determine which level of leadership employees place their hopes on, direct leadership, supervisor, or higher. 13. Understand what employees consider the organization’s main strengths. Is it technology, market or management, or something else. And ask them to explain why. 14. Understand what employees think the company's main problems are: technology, market, management, or something else. And ask them to explain why. 15. Ask the employee to outline how he would like the unit to reward his outstanding performance. 16. Have employees outline additional suggestions for the unit.

By understanding the above, you can see the job satisfaction of employees and make a more comprehensive measurement, which will greatly improve your management improvements. You can make a questionnaire based on the above content and Every staff member does research.