Interview all current employees from each department as a group – My hope is determine how comfortable the employees are in an environment where everyone is collectively involved in the conversation. Sit one-on-one with all members of management at the branch – This will allow me to get a feeling for their management style and how they incorporate their approach in fostering a healthy work environment. One-on-one with all staff members at the branch – This will allow me to get their personal opinion without fear of wrath from management, to gauge how they interpret their skill and input is being utilized currently. Interview the art director and account executive that recently left the firm – Find out what actions, or less there of that prompted them to decide to leave the branch, also allow me to get their input on what changes they see necessary to right the ship. Review of office policies and procedures – This will allow me to ensure the information being utilized is up-to-date and applicable.
Step 2A: Surveys.
1. Why are we not being approached to discuss any possible revisions to ideas we are presenting to management? They are simply being rejected without our input. – In presenting this to management, I hope to get a better understanding of what practices are currently being utilized in approving/denying projects. 2. We’re being required to work extended hours, but aren’t being compensated for it in any way. – As it relates to compensation for overtime, all branches follow the same corporate policies; a review will be done to determine if those policies are not being followed here and why. 3. This company no longer seems to have any structure, why is that? – Has the loss of recent members of management begun to affect the office negatively, as the staff now feels there is no sign of cohesiveness among the current members of management? . Clients
1. Projects are not being completed in a timely manner – Has the recent...