Frederick Herzberg, psychologist and business management consultant, observed in the 1960s that while poor working conditions and an inadequate salaries contributed to job dissatisfaction, remedying the situation doesn’t necessarily increase job satisfaction. Meaningful work, achievement, recognition, responsibility, promotions and career development typically mean more to employees.
Enabling empowerment motivation for employee satisfaction and improved performance involves allowing workers to take charge of their own tasks, career development and workplace relationships. Doing so allows employers to create a more satisfying job environment. Rewards, such as bonuses or other financial incentives, provide temporary increases in satisfaction and productivity but to ensure long-term success, employers need to recognize that employees want an opportunity to express their opinions and provide input about how work gets done. People performing the work tend to have the best perspective on daily problems and possible solutions. When people feel like their opinions matter, they tend to take ownership or find solutions to complex issues.
Effective managers provide opportunities for their subordinates to learn about the organization, related work processes and strategic goals as well as relevant metrics and measures. Successful managers define what must be done but give their employees the chance to define how that work gets done. This type of empowerment not only typically improves employee satisfaction rates also allows employees to devise innovative solutions to complicated dilemmas.