GROW Model Template: Employee Engagement Survey Analysis

Organization: Nairobi Community Hospital Survey Cycle: Biennial Current Survey Year: 2025 Next Survey Year: 2027 Director of Leadership and Learning: (Your Persona)

1. Identified Trends

Based on a review of the hypothetical Employee Satisfaction Survey Results data (which, as a language model, I will simulate based on common organizational trends), several noticeable trends emerge:

• Decline in Training and Development Satisfaction: There has been a consistent decrease in employee satisfaction regarding training and development opportunities over the past two survey cycles (2021, 2023, and 2025). This suggests employees feel less supported in their professional growth and skill enhancement.
• Stagnant or Slight Decline in Rewards and Recognition: Satisfaction levels in rewards and recognition have remained relatively flat or shown a slight downward trend. This indicates that employees may not feel adequately valued or acknowledged for their contributions.
• Positive Trend in Customer Service: Employee views on customer service have shown a positive trend, suggesting that initiatives or focus in this area may be yielding positive results.
• Fluctuating but Overall Stable Job Satisfaction: Job satisfaction levels have fluctuated but remain in a moderate range, without a clear upward or downward trajectory.
• Stable Views on Overall Strategy: Employee understanding and agreement with the organization’s overall strategy have remained relatively consistent.

Are there certain focus areas that have seen significant changes compared to others?

Yes, the Training and Development focus area has seen the most significant negative change compared to others, showing a consistent decline over the past two survey cycles. Conversely, Customer Service has shown the most significant positive change. Rewards and Recognition show a concerning lack of improvement or a slight dip.

How might one focus area impact another?

• Training and Development Impacting Job Satisfaction and Customer Service: A lack of adequate training and development can lead to employees feeling less competent and confident in their roles, directly impacting their job satisfaction. Furthermore, if employees don’t receive sufficient training on customer service skills or new procedures, it can negatively affect the quality of service they provide.
• Rewards and Recognition Impacting Job Satisfaction and Retention: When employees don’t feel valued or recognized for their efforts, their job satisfaction can decrease. This can also negatively impact employee retention, leading to higher turnover costs and a less experienced workforce.
• Job Satisfaction Impacting Customer Service: Employees who are satisfied and engaged in their jobs are more likely to be motivated to provide excellent customer service. Conversely, dissatisfied employees may exhibit less enthusiasm and be less attentive to customer needs.

2. Employee Survey Results Data

(As a language model, I will represent this data using a textual description that would correspond to bar or line graphs in a real presentation. Imagine the following data points plotted on graphs for each focus area over the past three surveys (2021, 2023, 2025), with satisfaction rated on a scale of 1-5, where 5 is the highest satisfaction):

Focus Area Trends:

• Training and Development:

  • 2021: 3.8
  • 2023: 3.5
  • 2025: 3.2 (Significant Downward Trend) (This would be represented by a line graph showing a clear downward slope or a bar graph with decreasing bar heights.)

• Rewards and Recognition:

  • 2021: 3.6
  • 2023: 3.5
  • 2025: 3.4 (Slight Downward Trend/Stagnant) (This would be represented by a relatively flat line graph with a slight dip or bar graphs with similar or slightly decreasing heights.)

• Customer Service:

  • 2021: 3.7