HR Survey Analysis

The Situation/Context

The City of Seattle surveyed 1,500 public work employees in their department to measure job satisfaction and identify opportunities to keep staff motivated and engaged.

The tasks are to analyze the survey response data and prepare the visual summary for the HR leadership team.

Exploring the data and correcting any quality issues

In the responses column on the data set, we had a count of 14,590 which is a lower count than the other columns which all had 14,725, that is because we have 135 blanks in this responses. So those had to be removed from the dataset as it added no real value in the end.

Also, steps were taken to remove any duplicate values in the data set, in total there were 15 duplicates removed.

Upon closer review - when Calculating the count or frequency of each value in the Department and Question fields, to standardize any inconsistencies. Questions 10 and 7 were shown twice when put into a pivot table.

With question 7 we can see that the & was causing the question not to appear twice. So steps were taken to to make it consistent.

Question 10 was less obvious at first glance. But what was actually happening was one of the questions had a trailing space in there. So using the TRIM function in Excel I trimmed the Question column in the data set to resolve this.

Visualize the data and Findings

When looking at the average question 1 had the highest average out of 5 sitting at 3.49 and question 6 had the lowest average rating sitting at 2.60.

Based on these findings I came up with the following recommendations.

1. Promote Team Building:

   • Encourage team-building activities to foster stronger connections among employees. Address the 48% who feel they don't have a best friend at work by creating opportunities for social interaction and collaboration.

2. Recognition Programs:

   • Implement recognition programs to address the 35% who haven't received recognition or praise. Recognizing employees for their efforts boosts morale and motivates them to perform better.

3. Job Satisfaction Initiatives:

   • Explore the factors contributing to the 25% who are not satisfied with their job. Conduct further surveys or interviews to identify specific issues and develop initiatives to address them.

4. Skill Utilization Opportunities:

   • Address the 20% who feel they don't have the opportunity to do what they do best every day. This may involve assessing employees' skills and aligning their roles with their strengths, providing training, or creating projects that allow them to utilize their expertise.

5. Regular Employee Feedback:

   • Establish a feedback mechanism to continuously gauge employee satisfaction and address concerns promptly. Regular surveys or open communication channels can help in understanding evolving needs and expectations.

6. Professional Development:

   • Offer professional development opportunities to enhance skills and career growth. This can contribute to overall job satisfaction and help employees feel valued.

7. Communication Improvements:

   • Enhance communication channels to keep employees informed about company goals, changes, and achievements. Clear communication fosters a sense of belonging and understanding of the organization's direction.

I decided to create a report to bring it all together and this is the end result.