Collaborators’ satisfaction and its impact on performance

By Jordi Vilá Giménez de Barcelona city, España

Translated by Lucila Agustina Norry

There is a number of studies carried out by leading university organizations (such as Harvard, UCLA and Stanford) related to the impact satisfaction has on people’s performance in their labor environment, as well as many others which have measured its counter value, which means the impact that much stress has on personal performance, as it can be observed in the graph included in this article.

Like cholesterol, we can classify stress into Eustress, the one which becomes a catalyst for the effort, and Distress which, unlike the previous one, is the one that punishes individuals and even leads them to burnout. Calmness becomes a leveraged state caused by boredom.

Just as there are organizations in which fear appears to be the main tool of management, there are others, still the minority, which continue using employee’s satisfaction as authentic performance leverage.

It seems to be that this is an irrefutable reality and a truism, but the truth is that only a minority of organizations examine this issue thoroughly to increase the last part of their profit and loss account, specially the one of net profits.

When employees are in a challenging environment and their basic needs are satisfied, they can focus on their objectives; their attention is focused on the assumption of result.

It is not mere coincidence that large companies, well-known in the market, have performance levels and benefits much higher than others and their policies of employees’ satisfaction are intensive, but it is causality, a cause-effect relationship. It is not about living in a fantasy world but working on making your organization staff have a strong feeling of belonging to and satisfaction of the ecosystem in which they develop their professional lives.

Furthering aspects such as flexibility, teleworking, relaxation, coaching or meditation has a direct impact on the individual, causing a high degree of satisfaction which can be clearly measured in the P&L.

In contrast, fear produces block and rejection, illusion produces neurotransmitters, such as dopamine or serotonin, which influence directly on positive, emotional states, all of which results in higher performance levels.

So, do we stay with fear or we start to work on satisfaction right now?







Translator’s profile:

Lucila Agustina Norry es Traductora Pública en idioma inglés egresada de la Universidad de Buenos Aires. Se dedica a la capacitación en idioma inglés de negocios y con objetivos específicos, principalmente inglés técnico, económico y legal, tanto en instituciones públicas (BCRA, CNV, Aerolíneas Argentinas) como en empresas privadas de primera línea. Brinda servicios de traducción en los pares de idiomas inglés <>español de documentos Comerciales (Contratos, actas, minutas, informes, estados contables), documentos legales (demandas, sentencias, escritos judiciales), documentos Públicos (Certificados, Diplomas, C.V.), documentos técnicos (manuales, informes técnicos) y sitios web.


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