Employee.Satisfaction.Survey.Results.Evaluation (Module 5)

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Defense Acquisition University *

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Management

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Apr 3, 2024

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Name: Krista Scott Date: 1/17/2023 Identified Gaps—Obstacles 1. Working Conditions: The first obstacle I discovered was the huge disconnect between management and their employees. The employees have no trust in the managers they work for. This has affected many of the scores in the working conditions category. For example, when asked, “I trust my supervisor" the score decreased from 39 which is already a low number out of 100 to 24 resulting in a 38.46% drop over the last 4 years. Some work needs to be done to repair this relationship to see a change in this category. 2. Praise & Recognition: Another obstacle that will need to be overcome is what seems to be a lack of recognition for a job well done by employees. An overhaul of their rewards and recognition system needs to be done. And have a structured approach to recognizing its employees so that it becomes second nature for their supervisors and their positive feedback will come out all the time. 3. Training & Development : Lastly an additional obstacle that is affecting the employees is a lack of training. When asked, “My Supervisor talks with me to help me determine my training and development goals.” The score dropped from 33, which is already very low to 25. This is a decrease of 27.58%. If the employees aren’t being trained properly you can’t expect them to be doing a perfect job. However, the lack of training will also affect the quality of work and potentially make customers unhappy and not come back.

Goal Revision 1. Working Conditions: After looking deeper at the current situation of the company and the obstacles that are affecting the working conditions, I feel like the goal of a 20% increase year by year is a little high. This category saw a decrease of approximately 38% in 4 years. It can be very hard to change working conditions when you have supervisors stuck in their ways. They may need to hire and restructure management that wants to see change to get these numbers to trend in the right direction. For these reasons, I have amended my goal to at least a 10% increase year by year with a continued increase after the next survey is more reasonable. 2. Praise & Recognition: The overall percentage decrease in this category was approximately 12-15% over the last 4 years. I believe the obstacles in this category are a bit easier to overcome. Implementing a recognition system is much easier to do than changing a behavior like in the working conditions category. For these reasons, I believe the goal of a 15% increase year by year is acceptable and will not be changing it. 3. Training & Development : Lastly, is the training and development category. This category saw a decrease of approximately 27% over the last 4 years. Even with obstacles affecting this category developing and implementing a training procedure is a little easier to accomplish. There are tons of resources that you can use to develop this. Because of this, I feel like the goal of 20% year over year is achievable and will not be changing it.

A Way Forward—Action 1. Working Conditions: The first action step that needs to be taken to see improvements in this category will be to interview existing managers and decide whether they need to be replaced or not. They’ll need to decide who is truly toxic and who is just following the crowd of what other managers are doing. This would need to be done by the owners above the existing managers. Once this happens, they will potentially let go of some managers and need to bring in new people or promote them from within. This will close the gap because it will allow the owners/stakeholders to make sure they have people in place who agree with the direction and vision of the company. 2. Praise & Recognition: The first action item in the praise and recognition category will be to research recognition systems that are working for other companies. There are already many systems out there already that will work for other companies. This will allow the company to implement a working system quickly and therefore make the employees happier. This would be completed by the owners as well and once a system is decided on they would push it down to management and keep going down the ladder from there. 3. Training & Development : In the training and development category the first action item they need to accomplish is seeing where the holes in the training are and how it happened. Once they fix that they can proceed to identifying a training and development program that will work for them. Because of the lack of training down the ladder upper management will need to have checks and balances in place to make sure the training is distributed properly.

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