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Employee Engagement Survey Results

Based on information gathered in the recent Employee Engagement Surveys, we found

that only 28.57% of employees responded, as a rule, response rates higher than 50% are best,

while rates lower than 40% may indicate of trust problems in the organization, a lack of faith in

leadership, and employees' reluctance to engage in improvement efforts until leadership

demonstrates a clear commitment to change (Duncan, 2022).

Appraisal, job-role stagnation, and promotion or recognition

In the chart on the above left, labeled 'Promotion & Recognition' we find that the

employees that responded to the Employee Engagement Survey indicated that 90% have not

received a merit increase in the past two years, nor a promotion during the past two years.

However, if you see the chart above right, labeled 'Years of Service', respondents in large part

have not been with the company for more than two years; this may be why they haven't received

a merit increase or promotion during the past two years. This information can be interpreted positively, as they've indicated that they're not intending to leave the organization in the next year, and plan to still be with the U.S. branch of the Singaporean Software organization in one year.

Apathy or disinterest regarding the vision, mission, and values of the organization

The chart above labeled 'Organizational Vision, Mission, and Values' indicates that

respondents of the Employee Engagement Survey are unfamiliar with the Vision and Values of

the organization, do not have a clear understanding of the organization's direction, nor do they

believe that the organization is changing for the better. This is an opportunity for learning, training, and promotion for the organization, to teach the newly attained employees of the values, mission and vision of the organization, and build a more favorable culture within the organization.

Lack of trust in managers, especially senior leaders

As indicated above in the response rate to the Employee Engagement Survey, employees

lack trust in their senior management, while indicated here, in the above chart labeled 'Trust',

employees do show more trust in their middle managers. This indicates an opportunity for the

organization to build relationships among senior leaders and employees, as well as bolster trust

among middle managers and senior leaders.

Impressions about the organization's attitude to inclusion and diversity

The inclusion and diversity chart above indicates a learning opportunity for the

organization, to build a more inclusive and diverse culture in the organization. As indicated in the organization's demographic information, in the chart below labeled 'Ethnic Identification', from the Employee Engagement survey, respondents were in large part African American/Black, it is highly important in an organization, specifically, for senior managers to have diversity training, and awareness of their workforce, not only to work more efficiently, but bring awareness to employees of the organizations values and culture.