You are the VP of Human Resources for an energy company based in Philadelphia, PA.  It has about 2,300 employees in a variety of jobs and a union (the IBEW) representing the call center and field operations employees.  Last June, one of your top HR Generalists, Chris, composed and conducted a company-wide employee engagement survey.  She has just presented you with the key findings of this survey and wants to schedule a meeting on what to do going forward.  The top three findings that give her the most concern are:

1.  Only 42% of workers report that they are "very engaged" or "somewhat engaged" when it comes to their work;

2.  67% of workers said that they would be "likely" or "very likely" to leave if the right offer came along, even though those respondents were not currently looking for a different job

3.  Only 22% of workers chose "agree" or "strongly agree" in response to the statement: "Management cares about my physical, mental, and financial wellness."

The CEO wants to know what to do with these results -- should they be published?  Or just leave them in a drawer and wait to do another employee engagement survey post-pandemic?  Are there programs that need to be started up, or refined, or is this most likely a reflection of our difficult times as a society?

The CEO is deferring to your expertise on this issue.  How would you decide what to recommend?  What would you recommend, and why?

Remember to discuss any laws you believe are applicable, best HRM practices, societal issues, ethical concerns, and what data would help you inform your decision.

Answer rating: 100% (QA)

Given the concerning findings from the employee engagement survey it is crucial to address the issues proactively to improve employee satisfaction ret... View the full answer