MBA 530 GROW Model Template
Name: xxxx
Date: 10 March 2024
Identified Trends
1. Client/Costumer remains the most common researched Focus Area
2. All focus areas experienced decreased results from the four-year period except for
Client/Customer.
3. Client/Customer trending upwards could peak with the next survey.
4. The two survey questions that showed the most drastic change over the four-year
period were:
a. My supervisor shows appreciation for the work that I do.
b. Provides leadership who act in just and ethical ways.
i. This tells me that leadership/supervisors are at fault for some of the
complaints and could be driving the overall scores down.
Overall, the client/customer relationship focus area remains strong which may be because of
the better than the rest of the company/strategy focus. On the flipside, the remaining focus
areas are a direct reflection of one another. If you are not satisfied with your job, there is a
reason for it. The following focus areas can all be to blame: Working conditions, training and
development, recognition, and praise, and lastly reward and recognition. I would shift focus to
those areas who are average below the 50th percentile and see how I can make the environment
and supervisors support change and lean into the employees for the recognition and
appreciation they deserve.
Employee Survey Results Data
[See chart on next page, broken down by Yealy Average by Focus Area]
Focus Areas
1. Reward & Recognition
2. Training & Development
3. Recognition & Praise
I would focus on these three for the sheer fact that they would directly impact the remaining
focus areas. If we provide recognition and praise for individuals, then that would impact the job
satisfaction categories. By increasing focus on the training and development, we would put out
better products and in turn increase the company and strategy as well as client/customer focus
areas. As you can see, one positively impacts the other if you put the work towards
improvements.
Reality—Current State
1. Constant decrease annually
2. Client/customer shows a slight increase.
3. Job satisfaction continues to drop.
These three are highlights from the current state. The reality behind these based on the
underlying data (survey questions context) seems to be backed by the failure to provide praise
and recognition for employee work and having leaders in the right spots to act ethically. By
focusing on the areas listed above, we surely can get the numbers above the two-year mark and
hopefully exceed that four-year mark.
Desired Future State—Where Would You Like to Be?
1. Exceed four-year average for each focus area.
2. Get job satisfaction to be in 75% percentile on average.
3. No categories below a 50% average by the next survey.
I have set the above three goals for the next survey. The four-year average for each focus
area is 6.4% higher on average than the most recent survey results. This goal would be a great
benchmark for the company to set as they dive deeply into other focus areas to improve. Next, I
would like to see job satisfaction higher. The current year average is 56.8 compared to the four-
year 66.2. Ideally, I would like to see the average being at least 75%, three out of four individuals
should feel satisfied with their jobs, at least. Lastly, the overarching goal would be to see all
focus areas higher than a 50% average. The highest climb would be reward/recognition going
from 33 this year up to the desired 50. However, as stated previously, once one focus area is
fine-tuned, the rest should fall in line as all decisions made always have an impact resembling a
snowball style trend.
Identified Gaps—Obstacles
As we’ve identified the three focus areas, I would like to highlight those below and talk about
potential obstacles faced with these categories.
1. Recognition and Praise
2. Training and Development
3. Reward and Recognition
First recognition and praise – the questions that were on the survey encompassed
accomplishments and encouraging initiative actions. One of the largest obstacles in this focus
area would be inconsistency. CONSISTENCY AND SCHEDULE.
Next is Training and Development, the survey shows that employees feel there is a lack of
supervision and a need for more resources as well as more in-depth job specific training.
RESOURCES ARE THE OBSTACLE HERE.
Lastly, is reward and recognition. Like training and development, survey questions were focused
on supervisor actions and fair treatment and acknowledgement for outstanding work.
CONSISTENCY AND SCHEDULE.
Goal Revision
1. Recognition and Praise
2. Training and Development
3. Reward and Recognition
A Way Forward—Action
1. Recognition and Praise
2. Training and Development
3. Reward and Recognition
