Job satisfaction sounds nice—maybe even a little fluffy. Many entrepreneurs think: that’s great for big companies, but what’s in it for me? We asked Denise Meijdam, director of ZekerArbo, to give us her honest take on what job satisfaction will mean for small and medium-sized businesses in 2026—and what it isn’t.
Both, to be honest. The concept sometimes takes on almost magical powers, as if a single workshop could solve all your problems. That’s not how it works. But the idea behind it is certainly a serious one. Can someone continue to do their job in a pleasant and healthy way? Then it’s no longer about beanbag chairs and table tennis. It’s about staying healthy, motivated, and employable—and that’s not a luxury for small and medium-sized businesses.
It's about staying healthy, motivated, and employable—and that's not a luxury for small and medium-sized businesses.
It’s about how someone experiences their work. It’s a mix of enjoyment and fulfillment, a healthy work-life balance, appreciation and engagement, mental and physical health, and clarity, trust, and opportunities for growth. “ sorted in a snap,” I’m tempted to say, but of course it’s not that simple. All you can do is work on it every day—that’s all.
Job satisfaction doesn’t mean that work is always fun. Work can be busy, challenging, or even tough at times. That’s just part of the job. And as an entrepreneur, you’re not responsible for your employees’ personal happiness. You are, however, responsible for the conditions under which they work.
In three ways. First, workplace happiness is personal. What works for one person may not work for another. Second, it is no substitute for good leadership and clear agreements. Third, too much focus on happiness can actually create pressure, because then you’re expected to feel good as well. That’s why we prefer to focus on sustainable employability. Can people continue to do their jobs well now and in the future, without burning out? That question is more concrete and more helpful.
Because the impact of a single sick employee in a small business is immediately felt. Work piles up, colleagues have to step in, the workload increases, and the risk of absenteeism rises further. In small and medium-sized enterprises, a single sick employee costs an average of €250 to €400 per day in wage costs and lost productivity. Stress and mental health issues have been responsible for more than 1 in 3 days of absenteeism in the Netherlands for years. And research by TNO shows that taking a preventive approach to work pressure and mental health can reduce the “ Sickness Absence ” by 20 to 30 percent. For a realistic entrepreneur, this is not a minor issue, but a harsh reality.
Quite a lot, and it’s tangible. You’ll see fewer Sickness Absence, and prevention is demonstrably cheaper than providing support after the fact. You’ll see increased productivity: according to Gallup, engaged employees are 17% more productive than their unengaged colleagues. They make fewer mistakes and have more energy.
You’ll also retain employees longer. A new employee can easily take 6 to 9 months to become fully productive, and there’s a loss of productivity during that time. And in small teams, tension spreads quickly, so paying attention to workload, communication, and trust helps create a calm environment. In addition, as an employer, you’re required to provide a safe and healthy workplace. Focusing on job satisfaction ties in perfectly with that.
I definitely understand that. But investing in workplace happiness takes time, and doing nothing often costs more. It doesn't have to be a big project, either— hassle-free n't about grand plans or an HR department. Start small.
There are four things you can do. Watch for signs of stress, fatigue, and a heavy workload, and don’t wait until someone burns out. One good conversation can prevent a lot of trouble. Ask regularly: “How are you really doing?” You really don’t have to be a coach to spot problems early on.
Be clear about tasks, responsibilities, and priorities, because unclear expectations cause stress. And show your appreciation. A compliment costs nothing and goes a long way, especially in small and medium-sized businesses, where employees often go the extra mile. Professional development doesn’t have to be expensive, either. Encouraging employees to contribute ideas, try a new task, or work together to explore growth opportunities also works.
I see that the conversation is becoming more mature. Less talk about fruit baskets and more about what works: discussing workload, planning realistically, and involving employees in decisions that affect their work. I’m still critical, though. If “job satisfaction” remains just a nice-sounding phrase on the website and nothing changes in practice, it doesn’t help anyone. Take signs of burnout seriously and seek help in a timely manner—not only after things have gone wrong.
Not every company has an HR department or the time for lengthy processes. That’s why we keep things practical. We offer accessible occupational health and safety services with a focus on prevention and sustainable employability. We assist with Sickness Absence and returning to work, and provide support for mental and physical health. Our employability coaches help business owners stay in control—especially when you feel like you have to figure everything out on your own.
This week, ask everyone on your team: “How are you really doing?” And then really listen to their answers.
