I don't want no satisfaction

Holidays meant I missed this little gem exploring factors informing adaptability to change.

It summarises research suggesting that highly satisfied employees don’t always advocate change. Which seems to me fairly obvious: satisfaction inevitably equates to contentment with the status quo. And that hardly breeds enthusiasm and energy for change.

To me, it’s another reason why exploring employee satisfaction is a complete red herring (don’t even get me started on ‘happiness’). Far better to focus on nurturing a culture that inspires and supports people to keep growing and challenging. To go beyond what’s needed. To look for ways of changing how things are done.

Such spirit doesn’t come from being satisfied, it springs from being dissatisfied – or at least being unwilling to accept that the way things are is the way they should always be. That’s what we need to be inspiring within our organisations, along with the systems and tools that help people turn such restless energy into efforts and activities that align with organisational goals.

Help employees connect with the company mission, strategy and values. Give them clarity on roles and expectations. Keep sharing information and discussing their questions and concerns. And give them the opportunity and autonomy to shape the world they work in.

There’s a lot covered by those 40 words. And no doubt much more besides them. But nurturing a culture along those lines is far more conducive to growth, and the change that’s necessary to spark it, than focusing on satisfaction with the status quo.