High satisfaction of the employees with their work space is totally irelevant if the employees are unsatisfied with their payment. Simply said: if you earn 500€ per month you don't actually care about a new front door with cool reception and large LCD screens all over it.
Therefore we must measure importance of the satisfaction factors along with the satisfaction itself. Most of the researches do that. Yet researchers often forget to show it in a simple way:
The graph shows the factor in two-dimensional matrix that has importance on y-axis and unsatisfaction on x-axis.
The goal ofthis matrix is to divide the factors into four groups:
Factors that have higher unsatisfaction and higher importance (critical);
These factors are extremly important and need to be taken seriously. The employees (customers) should be somehow involved into their resolving.
Factors that have higher unsatisfaction yet less importance (acceptable);
These are usually rare since the importance grows with unsatisfaction. Yet they should be monitored closely since they might gain importance and become critical.
Factors that have more satisfaction and greater importance (cooperative);
We can expect with these factors that most of the employees feel satisfied with them. So it is useful to expose them when trying to deal with critical or in other situations where we want to get employees motivated.
Factors that have less satisfaction and less importance (side factors);
These are factors that don't influence much yet we must watch them closely since they might be hygienic factors. There can be correlation between importance and satisfaction again.
When we monitor the factors in such a way, we might also see how they move through time:
