Organizations can achieve job satisfaction in several different ways. For example, managers can make their workers feel challenged at their job, give them a more significant say in their respective field, and encourage and support them in creating better work processes.
Entrepreneurs might need to understand the effects of job satisfaction on the performance and productivity of their workers to justify the expense and time required to create a satisfying workstation. Below are ways workers' satisfaction impact the success of pharmaceutical firms.
Dedication
Workers with a sense of satisfaction often feel more inclined to stay at their current job. Consequently, this helps curb turnover and instances of workers absenteeism. Those few days that a pharmacist failed to report to work can cost an organization millions of dollars and affect the overall productivity of a pharmaceutical firm. When a loyal and satisfied worker stays at a pharmaceutical store for long, there won't be a need for other workers to cover for the days they didn't report to work. It will also ensure operations don't halt while a new worker is being oriented or trained to cover for the absent one.
Growth
Employee satisfaction pays off when a pharmaceutical firm is upgrading to new equipment or introducing a new job process. Workers that feel satisfied with their current job will team up to integrate procedural changes and update to boost the growth of the entire company. In contrast, a disgruntled pharmacist will bristle at the launch of a new equipment or process, and this may slow down the productivity of the entire firm. Of course, satisfied workers want their companies to succeed and will take a hands-on approach to the introduction of any changes in the company.
Referrals
When managers and the HR staff become interested in the satisfaction of their workers, a loyal workforce may be cultivated. The emotion of these staff will then become invested in the operations of the pharmaceutical firm. One benefit that satisfaction has on the productivity of pharmaceutical workers is that the loyal ones will tend to recommend highly talented candidates to the open positions in the company. An employee net promoter score is one way a pharmaceutical firm can measure how willing its loyal workers are in referring top talents to its available positions. Satisfied and loyal workers will not only strive to find the best talent for their organization but also take upon themselves to orient the new workers as quickly and efficiently as possible. As a result, the firm will continue to experience the same high level of productivity.
Responsibility
Workers feel more empowered to dictate the way their job should be done when they feel satisfied with their role. Such workers make procedural changes that not only impact their performance in the short term but the company as well through increased productivity. Happy workers also feel responsible for making their respective department more productive than before and create a sense of satisfaction and carry it on to future generations to keep the pharmaceutical firm productive.
Better Leadership
Satisfied workers make more efficient and wise leaders than disgruntled ones. Recent research has found that happy workers are better at time management, make informed decisions, and possess other critical leadership skills. Satisfaction at the workplace and creative leadership also tend to be linked to each other. The brain of workers tends to be innovative and more efficient when they're happy and positive about their role. Satisfied workers are also able to arrive at the right decisions and think out of the box, especially when they feel frustrated. Workers that aren't happy with their current role are likely to devote less time and resources to their work, resulting in low productivity.
Satisfaction doesn't happen naturally in a company; instead, a lot has to be done to create an enabling environment for all workers. One way to make workers happy and satisfied is to communicate with them and solicit their feedback to understand their interests and needs. However, managers might first want to know the effects of a happy workforce before they invest all that effort.
About the Author: Dawn is a budding entrepreneur. After graduating with her MBA, she spent a few years working in the CPG industry and a few more working in the business tech industry before she set off to start her own business. She has been consulting with businesses, large and small, on the side ever since.