Org Strategy Week 7 DQR

Adam DeVeuve

MBA 540

Executive Summary

2/6/2022

The purpose of this executive summary is to take stock of how employees are currently feeling about the organization as well as their home life. This was focused specifically on stress in and out of the workplace along with job satisfaction. The survey respondents of these specific surveys were all employees of the company, and these surveys were taken with the express purpose of discovering the current level of burnout among employees both at work and at home.

After analyzing the data that was collected in the surveys that were done, I believe that we can make some specific statements about the current state of the organization. Firstly, I think that it is safe to say that females in the workplace are struggling more with burnout than men, even accounting for age and seniority. In general, the burnout level of female employees was higher than that of their male counterparts. It can be seen in the graph below (fig. 1) that nearly four times as many females stated that they were “Pretty wiped out almost every day” when compared to their male colleagues.

If we shift our focus from burnout in the workplace to stress at home, we can see that males age 50+ are most commonly experiencing a stress level of “A little stress that would be expected with the ups and downs of life.” We can see this data below (fig. 2) and it should be noted that this stress level is overwhelmingly the most common for this age group of males.

If we look more closely at how leadership members feel about their current job, we can also see an interesting phenomenon. While many different positions do agree that they love their current job, no one comes close to the frequency with which management team employees agree with this fact. Management level employees both agree and strongly agree with the statement that they love what they do. This can be seen below in fig. 3 and it should be noted just how much higher this rate is than that of any other position in the organization.

Finally, I feel we need to look at which long-tenured group in the organization is struggling the most in terms of burnout. We can see that fewer females who have worked in the organization feel that they have any energy to spare than their male counterparts. While neither gender, male nor female, commonly felt that they had much energy to spare there was only one female employee who selected this choice. This can be seen below in Fig. 4.

Based off what I see in the data, I feel that it is imperative to immediately take action in order to reduce burnout in the employee base of our organization. I believe that in order to reduce employee burnout we must first attempt to show our employees that they matter, their effort is appreciated, and reward them accordingly. We can do this by offering all employees some extra time off in order to recover mentally and hopefully take care of themselves for a bit instead of constantly feeling as though they are struggling through another day. While an extra day off may not seem like much, it will show our employees that we are trying to make a change.

I feel that a second step we can take would include gathering more information from the most affected groups in the organization. We need to discover what currently is causing the most strain to our employees and work to specifically target those things. In order to do this, we must prepare to make large organizational changes. It is possible that the problem stems from ineffective management given the large disparity between them and the rest of the organization in the case of job satisfaction. It will require time and effort in order to declare where we need to spend our effort for the greatest impact, but if we start making effort now then we will be able to act shortly for the betterment of our employees.

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Fig. 4