Employee satisfaction, identity, and engagement
Employee satisfaction, loyalty and identity are not just feel-good metrics, they are drivers of business outcomes: profitability, productivity, and market share.
These metrics can be measured by Net Promoter Score. NPS is most often used to measure how likely a customer is to recommend a product. However, in the context of employee satisfaction, NPS indicates how likely employees are to recommend their team or organization as a great place to work.
NPS is scored between 0 and 10. The results are grouped into three categories:
- The Promoters score 9 or 10 on the NPS scale. Promoters generate great value for the company by buying more products or services. They are easy to acquire and retain and generate positive word-of-mouth.
- The Passives score 7 or 8 on the NPS scale. They are less satisfied customers or employees who are likely to switch when something better comes along.
- The Detractors score 6 and below on the NPS scale. They are a dissatisfied group of people that are expensive to acquire and retain. They hurt the business through negative word-of-mouth.
Employees in high-performing organizations are 2.2 times more likely to recommend their organization and 1.8 times more likely to recommend their team as a great place to work.
Companies with highly engaged workers grew revenues 2.5 times more than their counterparts with low engagement levels.
The stock of companies with high-trust work environment outperformed market indexes by a factor of three.
In the context of DevOps, job satisfaction was strongly impacted by usage of the right tools and resources which enabled employees to perform their tasks effectively.