Wouldn't it be nice to know exactly where and how to intervene to increase employee happiness among your team members?

Wouldn't it be fantastic if you could gauge your employees' well-being after a vacation? How are they feeling? What is the status in various departments and teams? What new initiatives should we launch to ensure high job satisfaction and well-being?

I believe that most leaders want the best for their employees and dream of creating a culture where job satisfaction is high. However, all too often, good intentions and unsuccessful initiatives remain just that, because there is no concrete knowledge of WHERE and HOW to intervene.

Exactly that knowledge can be gained by continuously conducting measurements that cover all aspects of well-being in your company. I am certified in GAIS, which is a tool that can do just that. GAIS stands for ‘Good Job Satisfaction Index Score’ and is a data-driven tool that supports job satisfaction, and thus engagement and motivation.

Set goals, understand, and enhance job satisfaction with insights and tools.

Job satisfaction varies from person to person, yet research has shown that there are seven factors that influence job satisfaction:
  • Meaning
  • Autonomy
  • Mastery
  • Results
  • Leadership
  • Colleagues
  • Balance
GAIS measures precisely these 7 factors, providing a unique and accurate insight into where improvements can be made in relation to these factors. This allows us to prioritize our efforts and intervene where necessary, making the most significant impact for each department. Rarely is the same factor equally important for all departments.

A GAIS measurement makes job satisfaction concrete, tangible, and understandable. When all employees are involved, well-being becomes a shared responsibility.

  • Companies with the highest job satisfaction have approximately 26,000 DKK more profit per employee per year compared to companies where employees have the lowest job satisfaction.
  • Over the course of half a year, around 20% of employees with the lowest job satisfaction have changed jobs.
  • Employees with the lowest job satisfaction have an average of 12 more sick days per year compared to employees with the highest job satisfaction.
  • Employees with high job satisfaction rate their health as being about 50% better than employees with low job satisfaction.
  • For comparison, about 9% of employees with the highest job satisfaction have changed jobs.

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