5 Essential Tips for Improving Job Satisfaction at Your Company Thumbnail

5 Essential Tips for Improving Job Satisfaction at Your Company

As business owners grapple with The Great Resignation and high turnover rates, the need for a better understanding of workplace dynamics is of existential importance. Much of the conversation around attracting talented candidates has focused on the material needs of the workforce, but that is only one piece of a larger puzzle.

40-year study of more than 20,000 workers found that job satisfaction tends to wane as tenure at a specific organization increases. Changing organizations was found to be a primary factor in improving job satisfaction. This isn’t great news for businesses, as those employees with the most knowledge and developed skills become inclined to leave. Companies tend to focus their internal study of workplace dynamics on information from exit interviews, leaving them with some knowledge of why people go, but not knowledge about why people stay. They mistake the continued presence of employees as a sign that they’re satisfied, while the reality is more likely that circumstantial factors are keeping them in place until something better comes along.

Employees with high job satisfaction are not only more likely to stay and grow with a company, but they’re more likely to do a better job. Keep reading for TalentSpark’s essential tips for improving job satisfaction and bolstering your company’s future.

Provide Fair Compensation and Genuine Commendation

Among the most important aspects of job satisfaction are material compensation and recognition for our work. These things go hand in hand. When people feel undervalued, it disrupts their confidence, kills their motivation and breeds resentment. Fair compensation is a major component of employees’ sense of value. As the saying goes, “you get what you pay for.” Fair compensation removes the stress of financial instability, which is debilitating to mental acuity. It also informs how valuable employees feel their work is. Psychologically speaking, paying employees well indicates that the work they do has real value to you. Valuing them is actually valuing your business itself.

Additionally, employees need active recognition of their work outside of material compensation like pay, benefits and monetary bonuses. Endorse team members on LinkedIn, highlight good work in your monthly newsletter, introduce company-wide acknowledgements for teams and individuals when they’ve done a good job. Words like “thank you” and “great job on that” should become part of your daily vocabulary. Recognizing times when employees are dealing with individual struggles, like health or family emergencies. This acknowledgement also shows that you see and value them.

Develop Dynamic Managerial Methods

As Marcus Buckingham famously remarked, “people leave managers, not companies.” Management is a complex skill that needs to be thoughtfully developed and constantly nurtured. Managing people demands agility, insight and awareness. Poor management is a morale-killer that leads to low productivity and high turnover. A study of workplace organization found that managerial miscalculations and assumptions lead to poor outcomes, due to underworking and overworking employees. Managers need to take a dynamic approach to work, setting appropriate deadlines that accurately reflect the difficulty of a task and an employee’s skills.

Managers should be engaged with the overall output required of their team as well as individual workloads. In addition, managers need to be in tune with the impact of outside factors on employee mental health and performance. They must strike a balance of acknowledgment and solutions to push forward. Managers should cast aside a one-size-fits-all approach to leadership. Understanding the individuals on a team, the types of workers they are and accounting for special needs or unique skills are hallmarks of effective managers.

Clearly Define Employee Roles and Paths for Growth

Role clarity and job satisfaction are intrinsically linked. Setting clear expectations provides employees with both concrete goals and psychological stability. Employees with clearly defined roles report high levels of job satisfaction. On the other hand, their employers receive higher quality output and lower turnover rates. Role ambiguity, on the other hand, leads to stress, anxiety, confusion and frustration. It erodes important professional boundaries and increases burnout. If your company doesn’t have clear definitions of roles, work with your teams to create them. Set and stick to these expectations and you will most likely see a swift increase in overall job satisfaction. Additionally, you should clearly outline the possibility for and path to growth within your organization. Remember that your employees are an investment in your business. Hire with the expectation that your employees will develop specialized skills that will serve your company’s interests longterm.

Develop Satisfying Work Environments with TalentSpark

TalentSpark is a renowned recruiting firm built upon the core value of helping businesses and their employees thrive together. Our skilled recruiters are adept at listening to and identifying your company’s needs. We provide the talent to push your company toward your goals and beyond. From interim talent to gifted managers and C-Suite leaders, TalentSpark approaches every placement with positive growth in mind. Boasting a 93% retention rate, we staff for satisfaction and success for both clients and candidates. Whether you’re looking to bolster job satisfaction at your organization or seek the right fit to hone the trajectory of your business, partner with TalentSpark for guiding-light talent that will drive the results you need.

Contact TalentSpark today and let’s find your next great hire!

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Josilyn Clare

Josilyn Clare

Operations Coordinator

Josilyn supports TalentSpark’s daily operations with her background in administrative management and tax. With several years of experience optimizing organizational systems, she works closely with our Leadership Team to keep everything running smoothly behind the scenes. Her attention to detail, financial accuracy, and proactive mindset help the team operate at our best.

Education: Northwest University (B.A.)

Fun Fact: Josilyn’s favorite place in the world is Germany!

Sari Hansen Team Photo

Sari Hansen

Recruiter

After starting her career in telecommunications and public health, Sari was introduced to the recruiting world and never looked back. At TalentSpark, she specializes in project-based and recruiter on demand roles, supporting clients across industries like insurance, finance, engineering, and manufacturing. With over a decade of recruiting experience, Sari is passionate about guiding candidates to the right fit, including opportunities they might never have considered before.

Education: Idaho State University (B.S., Public Health Education & Promotion)

Community: Youth group leader for ages 4–18; active supporter of local school and sports programs

Fun Fact: Sari is a lifelong Idahoan raised on a multi-generational cattle ranch!

Dylan Buckland Team Photo

Dylan Buckland

Recruiter

Before joining TalentSpark, Dylan worked as a hiring manager for Old Navy, the largest specialty retailer in the U.S. There he gained firsthand insight into the importance of thoughtful, people-centered hiring. Now as a TalentSpark recruiter, he’s been involved in all aspects of recruiting — from working directly with clients to managing a full desk. Dylan’s superpower is creating an inclusive and safe environment where authentic conversations come naturally.

Education: Boise State University (B.B.A., Business Administration & B.A., Human Resource Management)

Community: President, Boise Young Professionals; Board Member, Downtown Boise Association (DBA); Board Member, Boise Metro Chamber of Commerce

Fun Fact: Dylan is a ski enthusiast and self-taught handyman who never turns down a home improvement project!

Pariss Paul Team Photo

Pariss Paul

Recruiter

Pariss Paul offers nearly a decade of recruiting experience across a variety of industries, including human resources, accounting and finance, sales, marketing, IT, and engineering. Since joining TalentSpark in 2020, she’s been passionate about creating exceptional experiences for both clients and candidates — connecting the right people with the right roles and watching them thrive. Pariss is known for her relationship-driven approach and her genuine enthusiasm for helping organizations grow through great hires.

Education: Boise State University (B.A., Communication)

Community: Member, Human Resources Association of the Treasure Valley (HRATV)

Fun Fact: A lifelong dancer, Pariss now serves as Assistant Director of a local adult dance company and teaches dance to K12 students!

Allison Bruce Team Photo

Allison Bruce

VP of Recruiting

As VP of Recruiting at TalentSpark, Allison brings 20 years of recruiting experience across a wide range of industries, from Fortune 100 companies to nonprofits. Her background spans global engineering firms, health systems, pharmaceutical companies, and telecom providers. For the past eight years at TalentSpark, she has led the recruitment team and spearheaded executive search efforts. As a self-proclaimed “recruiting nerd,” Allison has a talent for market research and reaching unique, hard-to-find talent.

Education: University of Colorado – Boulder (B.A.); NCAA Division Track & Field Athlete

Community & Awards: Board Member, Boise Valley Economic Partnership; Co-Chair, Key Executive Committee at Meridian Chamber of Commerce; Board Member, American Association of Accounting and Finance; Past HR Committee, Idaho Youth Ranch; Coach, Girls on the Run; Idaho Business Review’s 40 Under 40; Women of Influence Honoree; Keynote Speaker, Meet the CFOs (TV CFO Forum, 2023–2025); Speaker, Boise Chamber Leadership Conference (2021)

Fun Fact: Allison has cycled across the Colorado mountains three times and her favorite place to visit is Sun Valley!

Jamie Brajcich Team Photo

Jamie Brajcich

Manager of Recruiting

Jamie has over 16 years of recruiting and talent acquisition experience. She began her career in healthcare and physician recruitment before expanding into industries like manufacturing, technology, and real estate. Since joining TalentSpark in 2018 as Manager of Recruiting, Jamie’s passion for leadership and talent strategy has shined through in everything she does — especially when it comes to building and mentoring teams.

Education: University of Montana (B.A., Organizational Communication & Nonprofit Administration)

Community: Member, American Association of Accounting and Finance Recruiters (AAFA)

Fun Fact: Jamie is currently thriving in her “mom era” with two active kids!

Stephanie Parker Team Photo

Stephanie Parker

Founder & Executive Recruiter

Stephanie is the Founder and Executive Recruiter at TalentSpark, with 30 years of experience in recruiting and HR. She’s held leadership roles at Alaska Airlines, Micron Technology, and St. Luke’s Health System, and has spent the past nine years growing TalentSpark into a trusted recruiting partner for companies across the Mountain West. Known for her hands-on approach and deep local knowledge, Stephanie combines corporate expertise with entrepreneurial spirit to help organizations hire with confidence.

Education: University of Oregon (B.A.), Kansas State University (M.S., Organizational Psychology)

Community & Awards: Director of Workforce Development, Idaho State SHRM; Past President, HRATV; Advisory Board Member, TOK; Past Executive Board Member, City of Good; Former EO Member; Idaho Business Review CEO of Influence

Fun Fact: Stephanie is a certified yoga instructor and avid fan of reality real estate shows!