5-1 MBA 530 GROW Model Template

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School

Southern New Hampshire University *

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Course

530

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Business

Date

Feb 20, 2024

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docx

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Uploaded by MateTurtleMaster3921

MBA 530 GROW Model Template Name: Nick Roy Date: 7/16/2023 7:36 PM; 8/6/2023 Updated Identified Trends 1. Training and Development: “My Supervisor talks with me to help me determine my training and development goals.” The data here are already low and trending downward over the last four years. 2. Working Conditions: There is a lack of trust for management because employees feel management is acting unethically. 3. Recognition and Praise: “I feel encouraged to come up with new and better ways of doing things” and “My work gives me a sense of personal accomplishment” are two areas seeing downward trends over the last four years. This signifies that leaders are not communicating job performance to their employees. Employee Survey Results Data 0 50 100 150 200 250 300 Employee Survey Results Series1 Series2 Series3

Focus Areas 1. Working Conditions: One of the key responsibilities is to ensure that all employees have a safe work environment. Unfortunately, there are times when companies neglect to update their working conditions, putting their employees at great risk. This poses a danger to both the employees and the entire organization. Poor safety conditions can cause accidents and injuries to associates, which can be a nightmare for company management and can also tarnish the company's reputation in the market. 2. Recognition and Praise: Recognizing employees’ hard work and dedication is a powerful motivator that lifts their morale and drives their performance. Employees who feel appreciated are more likely to stay motivated and engaged and are more likely to work hard. This, in turn, leads to increased productivity and improved work quality. A well-deserving employee will always appreciate their work being recognized, which leads to more excellent performance and inspires others to follow suit. 3. Training and Development: When it comes to running a business, every CEO or small business owner knows that employees are one of the most valuable assets. There always seems to be a disconnect between what the company seems to be providing and what the employees perceive to be receiving. Providing your employees with the necessary support and training can make a significant difference in their performance and productivity. This employer says that they care about their employees, then this area should be one of the primary responsibilities for making sure their employees are trained and prepared for their specific roles and responsibilities. Employees are feeling that they are not being sufficiently trained to their jobs to the best of their abilities. Managers taking the time to teach their employees to do their job correctly can lead to improved job satisfaction scores. Reality—Current State 1. Working Conditions: The overall survey stated that the current working conditions are actually very clean and safe. Employees feel the leadership team is unethical leading to a lack of trust with management. Most of the staff members felt that they could not trust their supervisor or do not feel supported within their job roles. Employees do not feel they can make suggestions or file a complaint without fear of retaliation. If working conditions continue to get worse employees can be hurt on the job that can cause downtime and expensive insurance expenses for the employee and employer.

2. Recognition and Praise: According to the survey data, even though the employees feel that they have the clearly defined quality goals to reach and the tools and resources to do their job, they don't feel they any sense of personal accomplishment because of the lack of communication between the managers and employees. Employees say that their supervisors do not show any appreciation for the work that they do. 3. Training and Development: Proper training needs to be implemented within the company. Employees are feeling left out of their work development plan by the leadership team. The managers are not guiding employees with the correct training or future development goals. Employees do not feel they have been properly trained within their current job duties. Without proper training employees cannot feel job satisfaction. Job satisfaction was a large area that can be approved upon with proper guidance and training. Teaching associates how to do their job correctly will increase production, lower the risk of injury, and create a more positive employee outlook. Desired Future State—Where Would You Like to Be? 1. Working Conditions: One way of fostering better communication is to implement employee suggestion programs. By providing a mechanism for staff to express their ideas and feedback, business leaders can receive constructive input and enhance decision-making. Furthermore, when employees have a voice, feel heard, and are supported in their endeavors, they are more likely to provide the company with loyalty, dedication, and enthusiasm that translates into better performance and more satisfied clients. 2. Recognition and Praise: Recognizing employees’ hard work and dedication is a powerful motivator that lifts their morale and drives their performance. Employees who feel appreciated are more likely to stay motivated and engaged and are more likely to work hard. This, in turn, leads to increased productivity and improved work quality. A well-deserving employee will always appreciate their work being recognized, which leads to more excellent performance and inspires others to follow suit. Recognizing employees is not just about reminding them that they are appreciated, it's a way to inspire creativity and foster continued growth. When employees are praised for their contributions, they feel more confident and are more likely to take risks and try new things. This encourages innovation and helps in generating new ideas, which is essential for a company’s growth and success. Recognizing employees’ hard work and contributions is a small thing that can have a big impact. It can lead to improved employee satisfaction scores, but also employees will want to talk more positively about working here, leading to an increase in recruiting more qualified employees.

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3. Training and Development: Six-monthly Personal Performance Reviews will be required for managers. Taking the time to check in with the employees and discuss how they are doing will be an excellent way to show your appreciation. This will also enable us to identify any learning or mentorship opportunities. In this way, each employee will be given the opportunity to set new target goals with their manager. A discussion of future company goals and questions or concerns will take place between employees. Identified Gaps—Obstacles For each focus area, identify one or more obstacles or gaps between the current state and the goal. Consider skill gaps, organizational culture, and resources among other things. 1. Building trust with employees requires investing time in improving the relationship. However, a potential challenge is that some employees may hold onto past feelings and emotions about how the relationship used to be. This could make it difficult for them to move forward and work together towards a better future. 2. Boosting Trust in Leadership: Bridging the Gap and Overcoming Obstacles. Trust in leadership is crucial, but it can be hindered by various factors. One key challenge is the existing gap or obstacles that prevent trust from flourishing. Moreover, past experiences and employee culture play a significant role in this equation. It is imperative for leaders to gain the faith of their workforce, while also fostering a positive culture that embraces the new leadership model. 3. Boost Your Job Satisfaction: Overcome Obstacles and Thrive. Discover the key factors influencing job satisfaction: the environment, culture, pay, and promotion rate. Fortunately, these obstacles can be overcome with the right company enhancements. And guess what? Improving the communication between leaders and employees by letting the employees know how they are performing in their jobs. Improving ethics and trustworthiness among leadership. Allowing employees to have more of a say in how their work can be done. A move to self- directed work teams in the future can transform this company into a high- performing organization that can lead to a happier work life that is more fulfilling. A Way Forward—Action For each focus area and related goal, identify one or more action steps that will close the gap between current state and desired state. Provide details on what the steps will entail and who will be involved and provide a rationale. 1. Establishing a trusting relationship requires effective communication. As a crucial first step, management and c-level employees should organize a Town Hall meeting with their staff. During this meeting, management must take responsibility for their mistakes and acknowledge the declining trust within the company. Additionally, they should outline a comprehensive communication plan to initiate the process of rebuilding trust.

Furthermore, management should facilitate a Q&A session to address employees' concerns, plans, and feelings regarding the current state of the company. Moving forward, it is imperative that the management team maintains constant and transparent communication with all employees. This proactive approach will enable employees to listen to management and engage in a productive Q&A session, where they can express their emotions and ideas. 2. Employees do not like working for leaders that they cannot trust, so effective leadership is crucial for any company. To ensure that our leaders are setting a positive example, it is important for the leadership team to actively engage with their subordinates in their day-to-day work. This will help to demonstrate more ethical conduct and promote a culture of integrity. In addition to leading by involving others, it is also necessary for the leadership team to establish an ethics committee. This committee should consist of employees from different positions within the company, who will come together to discuss and make decisions on company matters and behavior. The committee will meet quarterly, allow for anonymous suggestions, and have a formal plan in place to address any conflicts. By demonstrating their commitment to leading by example and establishing a formal ethics committee, the leadership team will be able to lay the foundation for building an ethical, trustworthy, and transparent culture within the company. This will contribute to a positive work environment and earn the trust and respect of both employees and stakeholders. 3. How to Increase Job Satisfaction: 3 Steps to Success Improved Communication: A Key to Happiness Effective communication is vital for an organization's cohesion and the establishment of trust, respect, and engagement. It should be a two-way street and characterized by transparency. The way information is conveyed plays a significant role in fostering staff comprehension and support for important matters. Role Review: Ensuring the Right Fit To maximize job satisfaction, it is crucial to evaluate whether employees are overqualified or underqualified for their current positions. Leadership should collaborate with HR and people leaders to assess job descriptions and the competencies of subordinates. This will enable overqualified individuals to be promoted to roles that align with their talents and ensures that underqualified employees are given the opportunity to improve through a probationary period. All employees throughout the organization should be required to work with their supervisors to develop their own personal development plan.

Promotion Review: Recognizing Progress. Job satisfaction also stems from advancement opportunities. By conducting regular promotion reviews, the company can identify deserving employees and reward their progress. This encourages professional growth and motivates individuals to strive for excellence. By following these steps, companies can proactively enhance job satisfaction, leading to happier and more engaged employees.

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5-1 MBA 530 GROW Model Template

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