Online Class Assignment

 Employee Engagement Investigation Report

 

Student Name

HRM FPX 5122 Assessment 1

Developing an Effective Workplace

Capella University 

Date:

Employee Engagement Investigation Report


Power Manufacturing Company (PMC) was established in 1960 in Lima, Ohio by brothers Ted and Ray Fallow as a manufacturer of lawn mower parts. Over the years, the company expanded its operations to include three additional manufacturing facilities in Kentucky, Minnesota, and Utah, as well as two distribution centers in Indiana and Kansas. Today, PMC is managed by a team of professional managers. However, the company has recently experienced an increase in employee turnover, both at the Lima facility and the Bowling Green, Kentucky facility. This report aims to identify, analyze, and evaluate the employee engagement issues that need to be addressed in order to decrease the turnover rate at Power Manufacturing Company.

Identified Employee Engagement Issues
Employee disengagement can occur due to various reasons and can negatively impact productivity and increase turnover. It is crucial for company leaders to identify and address these issues to improve the work environment, employee morale, and overall satisfaction, in order to retain talent and maintain high-quality performance. The PMC leadership team has identified several areas of concern that require investigation and further assessment:

Compensation and Benefits:

While PMC has identified that the wage in the Lima facility is competitive, the turnover has substantially increased. Possible causes of disengagement in this area include a lack of work-life balance, inadequate compensation or appreciation for the workload, and insufficient company-provided benefits such as paid time off, merit raises, family leave, and medical insurance. Exit interviews, employee satisfaction surveys focused on compensation and benefits, and periodic employee reviews can provide valuable insights into specific issues and areas for improvement.

Work Environment and Conditions:

A positive work environment is essential for employee engagement. This includes ensuring physical safety, as well as promoting an environment free from harassment, bullying, and discrimination. The leadership team plays a crucial role in setting the tone and fostering a welcoming atmosphere that encourages communication, team building, and employee retention. Observing employee interactions, conducting exit surveys, and assessing reviews on platforms like Glassdoor.com can provide valuable information to identify areas of improvement in the work environment.

Supervisory Leadership:

Effective interaction between supervisors and employees is vital for engagement, goal achievement, and motivation. Inadequate training for supervisors can result in negative relationships or work environments that contribute to turnover. Leaders must engage, connect, communicate, and support employees to create a positive work environment. Current employee surveys, anonymous upward reviews of supervisors by employees, and assessing reviews on websites like Glassdoor.com can help identify gaps in training and expectations that require attention.

Plant Management:

A strong mission, vision, and strategic plan, along with transparent and effective internal communications, contribute to employee satisfaction, performance, and engagement. Organizations thrive when all team members understand and work towards the same goals, and employees feel their efforts and achievements are recognized and compensated. Periodic reviews with employees, anonymous surveys, and feedback on communication and transparency can help identify gaps and enhancements in these areas.

Peer Relationships:

Positive team-building relationships among employees foster a positive work environment and increase employee retention. Respectful interactions that include recognition and support create a sense of belonging and engagement. Observing employee interactions, conducting employee surveys on the strength of work relationships, and providing opportunities for team building can contribute to a positive work environment.

Job Training and Career Development:

On-the-job learning opportunities and clear paths for career development increase employee engagement. Challenging opportunities that allow employees to learn new skills and grow contribute to their job satisfaction. Communication with employees during reviews and surveys after training programs can provide valuable feedback for adjustments and enhancements in job training and career development.

Communication and Company Transparency:

The absence of communication and transparency in the workplace leads to disengagement. Employees need clear direction, an understanding of the company’s goals, and information about the organization’s financial status and how their roles contribute to the company’s success. Conducting anonymous surveys, assessing feedback on communication channels, and conducting town hall meetings can facilitate open and transparent communication.

Recommendation

To address the identified issues, it is recommended that PMC conducts an anonymous employee survey using a platform such as SurveyMonkey. The survey should include questions related to compensation and benefits, work environment and conditions, supervisory leadership, plant management, peer relationships, job training and career development, and communication and company transparency. The data collected from the survey can provide valuable insights into the specific concerns and areas for improvement. PMC can use this information to develop actionable strategies, set benchmarks, and track progress over time.

Conclusion

By addressing the employee engagement issues identified in this report, Power Manufacturing Company can create a more positive work environment, increase employee morale and satisfaction, and decrease turnover rates. Employee surveys serve as a valuable tool for gathering feedback, identifying areas for improvement, and promoting employee engagement. Through the implementation of appropriate actions based on the survey results, PMC can foster a more engaged and productive workforce, resulting in improved company performance and long-term success.

References 

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Forbes Coaches Council. (2018, March 11). How to address the root cause of your employee  engagement issues. Forbes. Retrieved from https://www.forbes.com/sites/  

forbescoachescouncil/2018/03/02/how-to-address-the-root-cause-of-your-employee engagement-issues/#19755fa77e7f 

Human Resources: Compensation, Benefits & Reward. All About Careers. Retrieved from  https://www.allaboutcareers.com/careers/career-path/human-resources-compensation benefits-reward 

Jacob, J. I., Bond, J. T., Galinsky, E., & Hill, E. J. (2008). Six critical ingredients in creating an  effective workplace. The Psychologist-Manager Journal, 11(1), 141–161. 

Son, S. (2016, July 16). Why managers need to foster peer relationships in the workplace. Tiny  Pulse. Retrieved from https://www.tinypulse.com/blog/why-managers-need-to-foster peer-relationships-in-the-workplace 

Sylvester, J. (2011). Top 10 tips to build an engaged workforce. HR Zone. Retrieved from  https://www.hrzone.com/community-voice/blogs/johnsylvester/top-10-tips-to-build-an engaged-workforce 

Troyer, D. (n.d.). 12 elements of effective reliability management. Reliable Plant. Retrieved   from https://www.reliableplant.com/Read/2383/effective-reliability-management  

Working Condition Law and Legal Definition. (n.d.). US Legal. Retrieved from 

 https://definitions.uslegal.com/w/working-condition/

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