Mariam Gigashvili·Follow

Satisfaction might just be the most overused term in our work lives. We get the surveys, the questionnaires, the emails, the LinkedIn posts — all bombarding us with the same question: Are you satisfied?

Satisfied with what, exactly? The free snacks? Does a granola bar mean I’m supposed to feel fulfilled at work? Not really. Free lunch? Sure, it’s nice, but if I’m compensated fairly, I can afford my own lunch. And the company gym? No thanks — I’d rather walk to a gym on the other side of town, preferably one where I don’t run into my coworkers. As for team-building exercises and after-hours pizza parties, I have my own family to bond with, thank you very much.

So what is satisfaction, really? Where does it come from? Money, right? Well, yes, because as much as our well-meaning parents insist that money can’t buy happiness, we know it definitely helps. But something tells us that satisfaction is a bit more nuanced than that.

The work environment also matters — picture this: sipping coffee with your work bestie as you both try to figure out why the new IT guy has four monitors. Or, on the flip side, imagine a workplace where you can’t breathe without someone asking for a “quick status update.” So, aside from pay and environment, what actually makes us feel satisfied? Let’s dive into the bare bones of it: the everyday tasks and responsibilities we’re entrusted with — you know, the stuff that supposedly fuels our motivation to save all of humanity.

After some extensive research, there are some established theories on job satisfaction and motivation. With a bit of introspection, you can evaluate your own situation and (try to) be objective. Here’s a look at the Job Characteristics Model, a framework designed to assess job satisfaction and motivation. It boils down to five core job dimensions:

What are my day-to-day tasks?

Is there enough variety in what I do? If so, how would I describe it?

What are the top five skills I use regularly?

Do I see any improvement in my skills over time? If not, why?

Do I know exactly what I need to do each day, or is my to-do list mostly a mystery?

How often do I complete tasks on time and at the quality I’d like? If not, what holds me back?

Who or what is affected by my work?

Does it matter to me to make an impact on others? If so, what does that look like?

How much of my work aligns with my impact goals?

Do I feel autonomous? If not, what are the top three reasons?

How would I define autonomy for myself?

Are there any internal obstacles preventing me from achieving more freedom at work?

Who are the main sources of feedback in my role? Whose feedback is most critical?

Can I honestly evaluate my own performance? How do I handle feedback from others?

When I give feedback, am I constructive, or do I struggle to communicate?

How often do I receive feedback, and what are the typical consequences? Do I agree with it?

These questions can help you pinpoint the pros and cons of your work life in a somewhat objective way. Often, we feel frustrated or unmotivated but can’t identify exactly why. Maybe it’s the constant chaos of your tasks, or maybe you feel invisible because no one’s giving you proper feedback.

Good luck on your quest for answers!