Based off the Employee Engagement Survey data, create visuals that illustrate areas in need of change, specifically in the U$.$S$.$ branch. Your visuals must address the following:

Appraisal, job$-$role stagnation, and promotion or recognition

Apathy or disinterest regarding the vision, mission, and values of the organization $($Singaporean headquarters and U$.$S$.$ branch$)$

Lack of trust in managers, especially senior leaders

Impressions about the organization$$s $($Singaporean headquarters and U$.$S$.$ branch$)$ attitude to inclusion and diversity

Justify your selection of data points from the Employee Engagement Survey results

Discuss employees$$ confidence in change management practices.

Consider the information available through the Employee Engagement Survey and Leaders$$ Self$-$Evaluations.

Do employees have a high degree of confidence in the organization$$s leadership? Explain your reasoning.

Explain the urgency for change at the employee and leadership level.

Analyze the middle managers$($team leads$)$ role in creating an adoption mindset:

How could they serve as a bridge between the senior leaders and the frontline staff?

Are they ready to take ownership of the proposed change? Explain your reasoning.

How do leadership styles and power distribution impact change readiness?

Identify opportunities to increase change readiness$/$trust at the U$.$S$.$ branch:

Why are some employees more accepting of change while others might be more resistant?

How does the Forms of Resistance Grid explain the common reasons for resistance to change?

Use the Exit Interviews and the Forms of Resistance Grid, to discuss any two forms of resistance from this list: ambivalence, peer$-$focused dissent, upward dissent, sabotage, and refusal$/$exit$.$