Employee.Satisfaction.Survey.Results.Evaluation (Part1)

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Page | 1 2-1 Assignment: c (Part1) MBA530: Leading People & Organization Krista Scott Southern New Hampshire University Professor: I. Dabdoub 12/20/2023

Page | 2 Identified Trends After reviewing the survey results, I found that the overall trend is downward from the results four years ago to current results. While there are some areas that were steady or went up. The overall trend is downward. Unfortunately, if the company lets things stay the same, they may not have many employees in the future. For example: 1. My company cares about its employees" (Company and strategy went down from 75 to 60 resulting in a 20% drop over the last 4 years). 2. "My supervisor shows appreciation for the work that I do" (Job satisfaction went down from 55 to 38 resulting in a 30.91% drop over the last 4 years). 3. "I trust my supervisor" (Working Conditions went down from 39 to 24 resulting in a 38.46% drop over the last 4 years) If a company does not value their employees their turnover rate will be dramatically affected. They will be in a constant state training and rehiring because they won’t be able to retain employees. Based on the survey results customer satisfaction has been satisfactory continually from four years ago to current. However, with the way the employees currently feel they may see a downward trend in that as well. Not to mention that without customers there is no business. Employee Survey Results Data

Page | 3 Focus Areas The 3 focus areas I recommend the company focus on to improve scores is Working Conditions, Recognition & Praise and Training & Development. 1. Working Conditions : A positive work environment is beneficial to both employees and employers. It is imperative that employers supply a positive atmosphere for their employees. Full-time employees often spend more time at work than they do at home. When employees are happy with their working conditions it helps them grow both personally and professionally. Additionally, when the working conditions are suitable for the growth of an employee, they will be more productive and efficient with their work. This will also cause a morale boost that can trickle down to the employees treating the customer well also. 2. Praise & Recognition: Often employees receive their negative feedback more often than positive feedback. This can create tension between employees and their employer. If employees are constantly hearing the negative, they carry that negativity with them. Everyone deserves to be told when they are doing a job well done. Therefore, all employees should receive more frequent praise when they are doing an excellent job. This will increase employee motivation. This recognition will help promote a sense of security, better quality of work, increased engagement, productivity, retention and loyalty. 3. Training & Development: Without proper training and or professional development employees will underperform. Training and development are important because it helps to grow an employee’s strengths and address any weaknesses. Training enables employees to improve their skills and become more efficient in their role and improve skills. It can also give employees a chance to develop their skills to obtain a raise or possibly a promotion to a higher level within the company.

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Page | 4 Reality—Current State 1. Working Conditions: The survey results show that the employees do not feel safe or comfortable with their current working conditions. Additionally, the results note that the working conditions are not clean or organized in any way. Furthermore, employees feel that leadership is not welcoming, therefore employees do not feel comfortable speaking to their leadership about suggestions or complaints. It also shows that the leadership team is not trustworthy, doesn’t apply weekly training communications with employees that can help improve their job. Upper management needs to re-evaluate themselves and their leadership style to improve working conditions. If they continue to ignore these previously described issues it can lead to negative feedback from customers, high turnover and trouble hiring replacements due to negative feedback circulating. 2. Praise & Recognition: The survey shows that all the questions under the category trended downwards over the last four years. Employees noted a lack of recognition based on merit, accomplishments and successes. In addition, they do not feel like they can innovate within their roles. Employees also expressed dissatisfaction with the lack of adequate training, lack of supervision and lack of overall support from management. 3. Training & Development: Currently there is a large gap when it comes to training. The problem doesn’t seem to be the development training but the implementation down the line. Training needs to consistently be taught through all levels of employees to have proper distribution of knowledge. Without the proper training management employees may not be able to supply a satisfactory work product. As such, employees won’t be able to properly support their team not being fully trained. Management/Leaders need to re-evaluate their training and training distribution to properly support their employees.

Page | 5 Desired Future State—Where Would You Like to Be? 1. Working Conditions: Working conditions play a crucial role in how an employee feels about their job. The desired futured goal for this area should be a 20% year over year. Working in a safe and enjoyable environment will increase productivity. Not to mention, if an employee perceives that their ethical conditions are suitable and fair, they are more likely to supply better customer services, perform their job at a higher level and have better quality work products. 2. Praise & Recognition: To start management needs to set a goal for improvement of these scores. I feel it is fair to start at a goal of an improvement goal of 15% across the board for the first year and continue that trajectory year over year till the scores have exceeded expectations for the Praise and Recognition Category. As a result of achieving this goal employees will have increased morale, which in turn helps increase productivity, retention rate and job satisfaction. 3. Training & Development: Training should be at the heart of every employee. For that reason, I believe a 20% year-over-year increase in employee satisfaction is a reasonable goal for Training and Development. A revamp of the training that includes documenting the completion and distribution at all levels will help employees feel more comfortable in their roles. This will lead to better work products, improved reviews and a better relationship between employees and managers.

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