Job Satisfaction is the intrinsic feeling of fulfilment or enjoyment that an employee derives from their job. Managers are cognisant of the fact that when employees put a 100% into their job and feel positive about coming to work, productivity inevitably increases exponentially.

According to a Stanford University research led by Dr Elizabeth Reichert, the COVID-19 pandemic has without doubt exacerbated feelings of stress and fear for more than 72% of American workers. This number is likely more for workers in Ghana and the sub-Saharan region and because of this, the contempt of employees for their job has also reduced.

Numerous studies have gone to conclude that the COVID-19 pandemic has to an appreciable extent decreased the job satisfaction level of employees. Fear of losing one’s job, uncertainties, and the psychological stress of working remotely, have all made employees restless. Employees are unsure of Management’s next BIG DECISION, and how that may threaten their jobs. For Management to sustain the organisation’s level of production or service delivery, they need to continually drive and implement strategies that will enhance the job satisfaction level. – This initiative is directly tied to the PULSE of the organisation where everybody is upbeat and fired up to kill deliverables and proffer solutions to daily problems.

The sensitive issue of Employee Layoffs and Furloughing are supposed to be handled with a tender but firm touch such that it eventually ends in a win-win situation for all. Majority of employees are often pre-occupied with the long-term security of their jobs. Should an organisation reduce their staff strength, it is highly incumbent on its employers to first of all, provide a clear reason for the exercise. Secondly, the organisation should follow up with deserving benefits. Employers should also give these furloughed employees timelines within which the company might rehire them should there be the need to. Transparency in such circumstances improves the trust between the employer and the furloughed staff. The remaining staff will also understand, if not entirely appreciate, the frantic measures Management are putting in place to sustain the organisation after the layoff exercise.

Technology and its application in automation can assist employees in remote teams who experience difficulties engaging with managers directly. Anonymous online surveys can provide discreet truth about how the employees are feeling. Companies can use reviews to give feedback to remote employees. Such feedback mostly focuses on their strengths and weaknesses. They can also use Performance Reviews to determine whether the employees on board are a good fit for the business or otherwise.

In a nutshell, we are certainly not in normal times and organisations who intend to keep their HIGH FLYERS/PERFORMERS ought to meet them half way by creating a fairly equitable job environment where folks take great pride in showing up for the right reasons and giving their all which will ultimately increase revenue and give investors value for their money.


  1. Employers must begin to think and introduce a line item in their budgets for equipping employees to improve performance during remote work. Some of the employer’s costs are taken up by the remote worker. Employers should find a way to balance these transferred costs like power, equipment/furniture, data/internet etc.


Please enter your comment!
Please enter your name here