From the post below address the following "Stop/Start/Continue" feedback questions:

• Stop: What are the leadership skills and behaviors the learner has selected that you recommend be stopped, i.e., not pursued? Provide the rationale as to why you believe a leadership skill they have selected may not be the most appropriate focus area based on your review of the employee engagement survey results. If you don't identify any leadership behavior focus area to stop, then how would you suggest one or more of the targeted leadership behavior areas be modified to better address the outcome desired?
• Start: What leadership skills and behaviors do you recommend the learner add as a focus area? Provide the rationale for your recommendation as well as one to two suggested ways this leadership skill/behavior could be targeted for improvement.
• Continue: For the recommendations that the learner has made that you fully agree with, provide commentary as to why you believe the selected leadership skills and behaviors area is appropriate to be addressed.

The employee engagement survey shows that while customer focus remains strong, there are concerns in several areas. Employees expressed lower satisfaction with their jobs, noting that their skills are not always being used effectively and that overall enjoyment in their roles has gone down. Another area of concern is recognition, where many feel that their hard work is not consistently acknowledged. The results also suggest that fewer employees feel the company truly cares about them, and fewer see the mission and vision as driving the organization's goals in the way they should.

To address these issues, leaders need to build skills in listening, coaching, showing appreciation, and clear communication. Listening helps employees feel valued, coaching gives them opportunities to grow, appreciation builds morale, and clear communication helps connect daily work back to the company's larger mission and vision. Just like a toolbox requires more than one tool, leaders need different skills to handle different situations. By practicing these skills and checking in regularly with employees, leaders can produce a stronger sense of trust, increase job satisfaction, and improve overall performance.