Leveraging Herzberg's Theory for Employee Satisfaction in VUCA World

Abstract In this disruptive time, when stability is a constant concern for HR professionals across all industries, there are a few sectors that are demonstrating positive results. In these cases, employee satisfaction is a critical component of the business model. The higher the level of employee happiness, the lower the attrition rate, which is directly related to worker fulfilment. This work, through contextual analysis, highlights the concept of the hygiene theory proposed by Herzberg and how it can be utilized to enhance employee satisfaction in this VUCA (Volatile, Uncertain, Complex, and Ambiguous) environment. Herzberg’s theory suggests that certain factors in the workplace lead to job satisfaction, while a separate set of factors cause dissatisfaction. By addressing hygiene factors such as company policies, supervision, salary, interpersonal relations, and working conditions, organizations can prevent employee dissatisfaction. Concurrently, by focusing on motivators like recognition, responsibility, and opportunities for growth, companies can significantly improve overall employee satisfaction and productivity. This dual approach is essential for HR professionals aiming to maintain a stable and motivated workforce amidst the ongoing uncertainties.