EMPLOYEE

SATISFFACTION SURVEY

Proposal for Action

Special Project Team 5/6/2008

th
6 May 2008
Table of Contents

1. Objective .............................................................................................................................3

2. Scope...................................................................................................................................3

3. Methodology .......................................................................................................................3

3.1. Chapter Overview ...........................................................................................................3

3.2. Categorisation..................................................................................................................4

4. Discussion...........................................................................................................................5

5. Conclusion..........................................................................................................................8

1. Objective
The objective of this project is to identify the root causes of the unsatisfied employees & possible
solutions to overcome the concerns in the future.

2. Scope
There are many areas which can affect the satisfaction of an employee of Logiwiz. But this report is based
on the Employee Satisfaction Survey (ESS) carried out in February 2008. These different areas were
selected for the Employees Satisfaction Survey
Company as a whole
Personal and career development
Manager and department
General impression

Therefore it is based on these areas that solutions for the problems will be addressed in this project report.
Further more, since the reasoning for dissatisfaction are great depending on the individual, key problem
areas common to the majority were studied within the scope of this project. The problem identification &
root ca use was discovered through verbal, informal communication with the employees.

3. Methodology

3.1. Chapter Overview

The aim of this chapter is to describe the approach that was taken to achieve the objective of the study.
Following a stepwise approach, we intended to mine through to reach the root cause for the
dissatisfaction.
3.2. Categorisation
Based on the analysis we were able to identify areas that need to be focused.
1No employee participation (29% of total employees)
2Participated but not responded (4% of total questions to be answered)
3Negative responds (25% of total responses)

Since the negative responds was distorted among all 30 questions and all of them cannot be addressed
within the scope of this project considering the limited time, further analysis was carried out to identify
the areas of concern with greater dissatisfaction.

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Therefore the following questions were responded negatively. The percentage
indicates the negative response for the question out of the total negative
responses.
I feel that the management is genuinely interested in the welfare of its
employees (9%)
Are you satisfied with the effectiveness of the PMS Review (6%)
The Management decisions are always based on valid reasons (6%)
My training and development needs are discussed with me taking into
consideration the skills required for my job and also my personal development
needs (6%)

Further more, the written suggestions & specific issues that were noted in the
survey was also taken into cons ideration.
All the above categories were then addressed by sub teams to arrive at the root
cause & suggestions.

4. Discussion
Taking to consideration the above categories detail study findings were carried out.

A. No employee participation (29% of total employees) Even though majority of the employees
participated to the employee survey, most of the non-despondence was due to a common reason which
is lack of awareness of the survey and no discipline by the employees to return the feedback forms on
time. Since the briefing was done at the counters with small groups, employees that were not present
at the counter due to various reasons’ had not been aware of the survey.

Therefore, in general belief the communication flow within the organisation needs to be standardised.
Below are some suggestions that would explain the responsibility & awareness mode.

Level Mode
All Staff Notice Board in the canteen & mail to site leaders
All Executive staff Mail to the ‘e-mail group’* and carbon copy to the direct report
Cluster members All communication to be done through the executive in charge

* Similar to the single e-mail account that is available to all e-mail account
holders of Logiwiz SL (all.srilanka@logiwiz.com) single group to be maintained
for all executives. Should there be a change in designation or termination of
service, HR to inform a single source (preferably in IT) to update the list.

In addition to the given suggestions, other destination parties too need to be

considered, and procedures of communication to be standardised. This would be
a crucial factor to create a belong-ness of the members & also considering the
targeted growth of the organisation.
B. Participated but not responded (4% of total questions to be answered)
Considering the non responded questions in the questioner, 20% of the
employees have not given a response to the question “Are you satisfied with the
effectiveness of the PMS Review?” This also has been identified as the second highest negative
responses. Therefore the satisfaction level of the employees with this regard is only 32%. There
were two reasons that were identified as the root cause.
1Use of abbreviation; PMS
2Unaware of the PMS Review

Therefore we suggest that no abbreviations should be used in any questioners.

C. Negative responds (25% of total responses) Taking to consideration of the negative responses, the
higher disagreement was identified as “I feel that the management is genuinely interested in the
welfare of its employees”. Only 28% of the employees are satisfied with this regard. Therefore,
further study with this regard was continued. Based on the feedback received, following are the
symptoms & suggestions for remedy.
i. Standardise the employee salary scale at least with respect to the sister companies

ii. Improve the quality of food in the canteen

i. Display & maintain the price list
ii. Identify & implement control factors to manage the quality of food
iii. Hold a stock of non-perishable items at all times (eg: biscuits)
iv. Improve the quality of tea & control price

iii. HGRC at Logiwiz Considering the high participation & involvement of our staff in sports
activities to represent the company, support & encouragement in action from the
managements is expected especially in terms of welfare.
a. Key players to be identified & motivated In order to fulfil the above requirements,
would be an additional cost to the company. Therefore, a suggestion is, whether a
percentage of the employee contribution deducted, could be reimbursed to Logiwiz
 from ADV to fulfil the need. Further more, a suggestion to form a LWL Welfare
committee at Logiwiz to look into such welfare in future on an ongoing basis was
proposed. This committee should consist of employees with the interest of sports &
extra curricular activities to be nominated by the employees itself & a leader.

EMPLOYEE SATISFFACTION SURVEY 2008

-Assisting to acquire the sport-ware required -Look into the travelling

mode to head office for practices Due to the high number of staff involved
at the occasions to represent Logiwiz compared to other group companies,
the welfare provided has turned out to be insufficient Standardise process
b. c. d. on wedding gift collection Funeral funds for contract and probation staff

iv. Staff Transportation

a. Transportation to & from Kandy road
b. Transport to the nearest towns at night
v. Discuss training needs to develop employee skills

vi. Promote the suggestion box in a formal manner & address it by the head of
the company at a regular basis
5. Conclusion
All information above was based on the feedback received by the employee as a result of informal
discussions. None of the information is based on single opinion. We have been aware that some of these
concerned areas have already been sorted out or in the process of resolving. But since this project was to
identify the dissatisfaction of the employees in the survey, all issues have been reported as received. As
identified majority of the issues are poor communication & welfare related issues.