Employee Job Satisfaction During the COVID-19 Pandemic What Research Says
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Employee Job Satisfaction During the COVID-19 Pandemic, What Research Says

The workforce had quite the overhaul during the pandemic. Here we will discuss Employee Job Satisfaction During the COVID-19 Pandemic, What Research Says. From furloughs to learning how to work from home, employees found themselves with different opportunities and changes regarding their jobs – some positive, and others negative. How has job satisfaction fared over these last two years, and what is in store for us? Let’s take a look.

Employee Job Satisfaction During the COVID-19 Pandemic, What Research Says

Job-Related Stress

Over the last two years, employees have felt less support from their managers and supervisors. As a result, they’re experiencing a loss of self-confidence and a decrease in job satisfaction and performance, according to “The Impact of Work-related Stress on Job Satisfaction and Organizational Trust during COVID-19 Pandemic”.

Now, companies are making the effort to provide the necessary support to employees, especially those working from home or in hybrid situations, to help them feel like they’re not alone.

The communication gap is slowly being bridged thanks to technologies such as Zoom and Google Meets, and coworkers are starting to feel like “normal” again.
Hire-and-Fire vs. Reskilling and Upskilling.

Training, workshops, and promotions are the name of the game now. LHH’s article on talent management notes that after the pandemic, companies are looking toward a less wasteful approach to human talent.

As opposed to firing current employees with “outdated” skillsets and hiring ones with more contemporary skills, companies are now more open to the idea of reskilling and upskilling current employees and offering promotions internally.

Priorities Are Changing

People are now starting to turn away from the traditional perks of a workplace, such as free food and a “nice” office, and looking toward other priorities.

A Microsoft study found that 47% of surveyed employees say that family and personal life are more important now than they were before the pandemic.

On top of that, 53% say that their own health and well-being are also more important than two years ago. In light of this, companies are shifting in order to meet these priorities and make sure that their employees are satisfied with their current situation.

The Job Matters

While some positions such as managers, supervisors, coordinators, and others that were already highly dependent on the use of computers for the job (and hence working from home wasn’t as different as working in an office) didn’t feel too much of a change, other positions did.

Teachers, nurses, and counselors have felt the brunt of burnout caused by the COVID-19 pandemic. In fact, school counselors have been experiencing burnout.

Now, their caseloads have increased as students now find themselves needing guidance from counselors. Due to these increased caseloads, counselors are now dealing with emotional exhaustion, role incongruity, feelings of lacking control, and depersonalization, as reported in the study “School Counselor Burnout, Job Stress, and Job Satisfaction by Student Caseload”.

What Solutions Are There?

Companies are now investing more in recognizing and rewarding employees. But with rewards that are more relevant to them: more flexible hours, less “micromanaging”, and offering more opportunities for upskilling and reskilling.

The best way to find out what employees need, however, is by asking. With surveys, establishing trust with upper management, and opening the lines of communication, employees may feel more driven to share their concerns, and management can take steps in order to help.

As the Great Resignation continues and the U.S. Bureau of Labor Statistics reports a record number of employees quitting in 2021, ensuring job satisfaction is among employers’ top priorities.


For more research about the most pressing topics nowadays. Check out our list of the Top 10 Scientific Magazines in the World.

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