Employee satisfaction is critical to the growth of any company, which also reflects the image and moral of a company. Employees with high job satisfaction are more motivated to their work and more loyal to organizations. Thus, increasing employee satisfaction can improve business productivity and reduce employee turnover. It is argued that there are a variety of factors affecting employee satisfaction such as mentally challenging work, job security, supportive working environment, fair pay and promotion policies, good interpersonal relationships among colleagues as well as the deep-rooted nature of employees (Citeman 2006). Most of these factors can be controlled by managers 'attitudes and management methods. Therefore, obviously, managers 'behaviors can make a big change to the employee satisfaction. A little bit of efforts by employers can lead to happy, efficient and committed employees. Firstly, individuals prefer jobs that can use their skills and show their abilities and offer them many opportunities realizing their full potential. If employees are never given the opportunity to expand their skills and responsibilities, they will lose passion and motivation for work (Shetrone 2011). Employers should encourage their employees learn new skills and provide intensive training and development program which can make them more productive and innovative. For example, at Federal Express, every customer service people are given six weeks of training before answering the first phone call and training never stops throughout their tenure. Further, employees take tests using an on-line computer system every six months. After that companies will provide them with personalized training in their respective weaknesses (Greg 2010). This behavior of FedEx managers has fully enhanced the capabilities of employees, improve job satisfaction and also promote high employee retention in workplace. Secondly, providing a safe, comfortable, supportive working conditions is also a major factor in improving employee satisfaction. Studies demonstrate that a cleaner and comfortable working environment can facilitate employees doing a better job (Citeman 2006). It is identified that most employees prefer working relatively close to home and being provided modern office facilities and equipment. They are likely to be dissatisfied if they frequently use substandard facilities, slow servers or damaged equipment (Hall 2016). Thus, it is necessary for the boss to provide positive working conditions that meet workers 'needs. In addition, managers should also allow employees to take responsibility for their own work areas and adopting small personal touches, which will give them a sense of belonging and support satisfaction (Hall 2016). Thirdly, employees seek a fair pay systems and promotion policies. When salary is considered equitable and clear in terms of personal skill levels and
community salary standards, satisfaction is likely to arise (Citeman 2006). Similarly, imagine an employee has worked hard for a company for many years or made a lot of achievements but cannot get a fair promotion, he/she may feel that there is no prospect and leave the company. Therefore, managers establish a positive employee reward mechanism and make reasonable promotion decisions can lead to a high level of job satisfactions. Lastly, people get more than just