Adam, a workgroup manager, was trying not to feel resentful toward the employees in his group and the other groups in the department. It wasn't easy because he felt he and his fellow manager had given the employees what they asked for but received little in return. 

A couple of months ago, the latest departmental survey brought back the message that a strong majority of employees wanted to be better informed about the company's overall strategy and how well it was working. Adam and his fellow workgroup managers thought that was a great idea and went right to work selling the idea to the department head and her boss, the division head. In only a couple of weeks, these senior managers put together a short, weekly, in-person presentation focused on company strategy and how the company and its competitors were doing in the current economy. The updates were held late on Friday afternoons, with refreshments, and all the department's employees were invited.

The only problem was that relatively few employees showed only about a quarter of them. Some of the no-shows cited competing deadlines, meetings, and other work demands. Others were seen slipping out and going home early. The senior managers were not pleased with the small audiences, and Adam and his peers were somewhat embarrassed.

Guiding Questions for you to answer:

2. Where do you think things went wrong? (At least mention two things and support it with how you would have handled it)
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5. Could this situation be fixed as is, if so suggest ways to fix it?
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8. What are some of the ways you could help boost attendance? Or do you feel the program should be canceled? (either way, explain how and why?)

Answer rating: 100% (QA)

Where things went wrong 1 Failure to Understand Employee Needs Issue While the division conducted a review to check employee inclinations it appears there might have been an absence of understanding o... View the full answer