Employee Pulse Survey: The Results Are In
In May, we asked you to participate in our Employee Engagement Pulse Survey. Thank you for sharing your perspective; the quantity and quality of your feedback was outstanding! As stated, we are committed to sharing the survey results and acting upon what we learn. This is the first communication regarding survey results and our plans to impact the most significant opportunities.
Each company in the CoolSys family of companies received their own survey results. The outcomes vary from company to company, and each business leader is responsible for acting on the key opportunities in their respective businesses. In the coming weeks, your local leaders will share their company-level results with you and determine what improvements they can make at the local level.
Simultaneously, we are poring over the results at the national level and want to share our early “takeaways” with you. Your responses show definite strengths and meaningful opportunities. Overall scores have declined somewhat from last year, so we’ve got some work to do.
First, we’ll share a summary of the overall highest- and lowest-scoring items:
|My job makes good use of my skills and abilities.
|This company is committed to safety.
|My immediate supervisor/manager shows, by their behavior, a commitment to safety.
|I am motivated to perform to the best of my ability.
|My work gives me a feeling of personal accomplishment.
|If I were offered a comparable position with similar pay and benefits at another company, I would stay at this company.
|There is open and honest two-way communication at this company.
|This company recognizes excellent performance.
|I can see a clear link between my work and the CoolSys vision.
|I have opportunities for advancement in this company.
We also had an open-ended question encouraging employees to provide their own comments. You shared with us what you would like to see change, and your responses were very helpful.
Here’s a summary of the things you described presenting the biggest opportunities:
|Ensure pay is competitive and provide more transparency about pay
|Create incentive plans for technicians
|Improve on-call policy/practices; reduce on-call time
|Offer more and better training
|Better communicate opportunities for growth/career path
|Define and communicate what it means to be part of CoolSys
|Further improve communication, particularly within branches/regions
|Invest in more/better vehicles
We’ll communicate again soon with updates. Some actions may be short-term and others longer-term, depending on their complexity and cost. In either case, our goal is for employees to understand the actions being taken and see and experience change as a result of their feedback. I speak for the entire management team when I say that we are committed to listen, communicate and respond.
Chief Human Resources Officer