MBA 530 GROW Model
Name: Adrienne Barker
Date: 12/14/2025
Identified Trends
1. Supervision of training and development goals dropped from 53% to 35%
2. Supervisor feedback falls 44% to 35%
3. Being part of this company makes me proud fell from 79% to 70%
4. My supervisor appreciates my work fell from 55% to 38%
This reflects the staff member's perspective on administration. There's an absence of
regard for authority, which is perceived as unjust as well as unethical. Furthermore, their
lack of recognition results in an absence of recognition for their efforts. All these
variables significantly impact their sense of accomplishment in the organization along
with happiness at work.
Employee Survey Results Data
Focus Areas
1. Acknowledgment of employee contributions
2. Leadership Persona
3. Employee Job Contentment Working Conditions: by prioritizing the improvement of
managerial interaction along with the reestablishment of trust among workers.
Reality—Current State
1. Working Conditions/Trust in Leadership: Current trust levels have reached a historic low
of 24%, reflecting an 11% decline over the past four years, indicative of poor
collaboration as well as inadequate management development. The possibility of
ramifications may result in substantial issues for our organization. A deficiency in trust
and diminished morale will ultimately elevate resignations, potentially fostering a toxic
work environment that may lead to enduring consequences along with monetary
challenges.
2. Training and Development: merely 25% of staff members reported receiving
encouragement from supervisors concerning their developmental objectives. Should we
persist in this declining trajectory, the resultant effects will be significant, jeopardizing
our organization's credibility, expansion, along with economic stability.
3. Rewards & Recognition: Performance-based acknowledgment has consistently declined
down 52% four years prior to 46% currently.
Desired Future State—Where Would You Like to Be?
1. Objective for Working Conditions/Trust in Leadership: Elevate manager reliability from
24% to 38%. Supervisors are required to participate in supplementary growth
opportunities along with diverse instruction classes to achieve our objective. Standards
are expected to be mandatory for all leadership roles. To enhance our feedback
practices, a new company standard will mandate that managers conduct a minimal
number of mentoring encounters every three months. The education and growth
courses are going to guarantee that our managerial staff is unified and possesses the
abilities needed to regularly communicate with our staff members. The coming into
effect of our recently introduced evaluation targets gives managers ample opportunity
to refine and enhance their abilities. The effects of these measures will yield nearly
palpable outcomes. Increased confidence can lead to a reduction in working difficulties.
Our advancement will be assessed by tracking the turnover percentages.
2. Training & Development: Elevate staff objective creation from 25% to 40%. Facilitate
explicit avenues for progression. Provide a training academy that includes assets along
with amenities involving coaching, application enhancement, and industry-recognized
credentials. Investing in the staff can positively influence the way we operate. It
demonstrates our concern for their futures and our desire to assist with achieving their
objectives, thereby improving their fulfillment along with participation. An additional
advantage of developing workers is that enhancing people' knowledge and abilities
leads to a general rise in efficiency.
3. Rewards and Recognition: Enhance rewards programs to increase merit-based benefits
from 46% to 66%. A heightened opportunity for success can function as a potent
stimulant, significantly influencing behavior.
Identified Gaps—Obstacles
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Goal Revision
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A Way Forward—Action
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