Survey Analysis for Employee Satisfaction

With the end of the financial year of 2015, Fast Track Couriers hired consultant for initiating external change management for the revision of the communication strategy. With an effective communication plan, the employees or the truck drivers of the organization were evaluated via the procedure of change management (Omotayo 2015). A survey gauge was conducted targeting all the ten dimensions of the employee satisfaction for the effective implementation of the change management strategy. The survey thus conducted via the google survey analysis tool aims to identify the factors and the negative expectations of the employees’ trust, the understanding and the support among the truck drivers

Fast Track Couriers has been in the operation for the last 15 years in New South Wales with the business function in the delivery of packages across the metropolitan city of Sydney. With the respect to ten of the major dimension of  employee satisfaction a questionnaire was designed and distributed among 20 respondents of the organization for the collection of the data for further analysis regarding their response towards their level of satisfaction. The survey questionnaire thus designed included dimensions of training, the clarity of the role, the concept of trust, evaluation procedure, the leadership traits, the communication process in the organization, the procedure in the organization regarding employment, the recognition of the performances, the diversity of the work and the level of appreciation by the organization and the level of teamwork in the organization.

From the survey analysis certain evidenced and results regarding the factors affecting the satisfaction level of the employees could be noted. From the very first survey question regarding the query of the adequacy and satisfaction level of the employees regarding their job role, 70% of the respondents of the survey answered yes while 30% of the respondents answered no. Among the 20 respondents collected, though majority of the employees had a positive response towards their training satisfaction, still some of the employees reported negative satisfaction level towards the training they received for their hired job role. Figure below highlights the chart.

Figure 1; Survey question 1

Source: (created by author)

In the next question, the employees were asked about their satisfaction level for the culture of the company. Respondents to this particular question varied much. While 65% of the respondents reported no, 30% said yes and 5% sticked to the option may be. This illustrates the high level of dissatisfaction of the employees towards their working place and the culture of the organization. In the next question, query was done via the survey to the respondents regarding their understanding level, the level of clarity regarding their job role for which they got hired. The respondents to this question have been interesting since 50% of the total respondents reported that they are not clear regarding their job role while other 50% agreed towards their said responsibilities.

Recommendations for Change Management Strategy

Figure 2; Survey question 4

Source: (created by author)

The figure above illustrates the next question in the survey which illustrates and targets the response of the respondents regarding their reliability over the process of change management in the organization they are employed. The response for this question was quite disappointing since it explained an alarming signal regarding the high rate of employee dissatisfaction and the lack of trust among the employees. While 60% gave a negative response, 35% gave a positive response and 5% sticked to may be. Upon the query in the survey regarding the fair measurement of performance and the recognition of the good achievements in the organization, the responses varied. While the number of negative reviews is less in case of the fair performance measurements, most of the respondents reported negative while asked about the recognition of the performances. These responses are highly crucial for the organization since they denote the level of employee engagement and their interest towards the organization. It further denotes the rate of employee retention for the organization. Finally, the query regarding the valuation of the individual differences and the rate of appreciation by the fast track couriers’ company to the truck driver employees, the response was varied in nature. While 20% -15% had agrees over their valuation,20% -20& of the employees responded disagreement and strong dissatisfaction.

Some of the basic recommendation for the change management strategy of the Fast Track Couriers Company includes the successful implementation of the usage of the productivity functions on the fleek of the truck in the first quarter of the upcoming financial year of 2016. Besides this, implementation of the policy related to one person per truck within the first quarter of the upcoming financial years with the use of effective automatic life gates. These recommendations will enable an increase in the profit margin by $200,000 within the next financial years with the furthermore increase in the efficiencies and increased business. Furthermore efficient use of the resources must be ensured for the coverage of the marketing needs of the business (Landale and Douglas 2017). It is important for the management to look more over the raw hours spent on the job for the consideration of the factors like difficult of the job, the conditions of the traffic and more. These are required and are one of the important recommendations for the optimization of the fleet usage. Recommendations for the measurement for the performance of the job are also necessary for the purpose of the training. Besides this, recognition for the outstanding performances in case of the employment in the organization must also be ensured for encouraging the employees. Factors such as bonuses for the exceeding of the targets, opportunities on the leadership management are some of the important factors that needs to be recognized for the profitability of the business (Dentchev et al. 2016). Recommendations such as efficient usage of the resources for the covering and fulfillment of the needs of the market, reduction in the need for the hiring of the external truckers and the use of the present employees are some of the important factors that the company needs to consider.

Effective Communication Plan

Effective communication plan and innovative strategies are vital factors in case of smart business moves (Rothaermel 2015). An innovative plan of communication includes multiple key parts illustrating the communication procedure of the organization via the entire process of innovation and strategies.

Ideas for the communication plan –  In respect to the above stated case study of the Fast Track Couriers, an innovative communication strategy plan is essential for targeting its strategic and the operational goals. With the previous report of progress and the survey analysis, the progress of the implementation of the previously designed communication and the strategy plan for the benefit of the organization and for the employees that is the truck drivers has not been successful fully. For the creation of an effective communication plan it is thus necessary to ensure some of the key points for the plan (Wirtz et al. 2016). These include the goals, the segmentation of the audience, the method of delivery, the frequency and the ownership. Some of the best ideas towards the development of an effective communication strategy includes the following. To stop, look and listen to the employees who are dissatisfied and promote creation of the shared values and the trends in the market. Furthermore, setting up a SMART communication goal can also be a gate way towards the success. 

Discussion of the need of all the stakeholders – Stakeholders are important part of a successful business (Osiyevskyy and Dewald 2015). In the progress report, the project manager marked the status of stakeholder management as red, not completed. The measures of the management of the stakeholder like the delivery of the activities of the project for each of the stream of project together with the essential factors of the stakeholder management like the people, the process, the technology and the structure all needs to get revised. Furthermore the factors such as the education, the cost benefits and the risk management elements needs to be completed as they were also marked red.

Creative techniques – Some of the creative techniques that the organizational consultant can opt for the development of an effective communication strategy and plan includes understanding and collecting relevant information regarding the stakeholders (Carroll and Buchholtz 2014). In short it is important to know the stakeholders. Furthermore, creation of the report with attention to each and every detail must also be ensuring. Reporting the negative factors in the communication plan and the strategy report of evaluation brings attention to the shortcomings that needs to be improved and achieved. Besides these, continual updates, measurement of the online sentiments and carrying a holistic approach is really necessary for the organization to succeed. Lastly one of the most creative techniques the organization can utilize is to communicate down with the value of the chain and keeping on evolving and progressing with times.

Fast Trackers Couriers have the strategic plan of the promotion and the expansion of their business in the metropolitan so that the market share of the company increases by 7.5% with the package deliveries from small to medium lines. The organization furthermore aims to promote the business to small deliveries in regional NSW, to develop an integrated design and an innovative approach for effective distribution management with the effective utilization of the GPS and PDA devices and updated technologies. The company furthermore plans to promote small distribution hubs at some of the places like Goulburn, Maitland, Bathurst and Nowra, 8 trucks within the upcoming financial year of 2016 and the introduction of the training and the professional development within the organization to meet and improve the employee dissatisfaction rate and achieve the goals with the elimination of the industry related problem. 

References

Carroll, A. and Buchholtz, A., 2014. Business and society: Ethics, sustainability, and stakeholder management. Nelson Education.

Dentchev, N., Baumgartner, R., Dieleman, H., Jóhannsdóttir, L., Jonker, J., Nyberg, T., Rauter, R., Rosano, M., Snihur, Y., Tang, X. and van Hoof, B., 2016. Embracing the variety of sustainable business models: social entrepreneurship, corporate intrapreneurship, creativity, innovation, and other approaches to sustainability challenges. Journal of Cleaner Production.

Landale, A. and Douglas, M., 2017. The Fast Facilitator: 76 Facilitator Activities and Interventions Covering Essential Skills, Group Processes and Creative Techniques. Routledge.

Omotayo, F.O., 2015. Knowledge Management as an important tool in Organisational Management: A Review of Literature.

Osiyevskyy, O. and Dewald, J., 2015. Explorative versus exploitative business model change: the cognitive antecedents of firm?level responses to disruptive innovation. Strategic Entrepreneurship Journal, 9(1), pp.58-78.

Rothaermel, F.T., 2015. Strategic management. McGraw-Hill Education.

Wirtz, B.W., Pistoia, A., Ullrich, S. and Göttel, V., 2016. Business models: Origin, development and future research perspectives. Long range planning, 49(1), pp.36-54.