Excited to present a comprehensive Employee Engagement Trend Analysis report crafted using a Likert Scale-based questionnaire. It covers key areas such as environment satisfaction, job involvement, job satisfaction, performance ratings' impact, relationship satisfaction, and work-life balance, aiming to enhance overall employee engagement. The report's structure ensures a clear analysis with visual representations like charts, graphs, and tables showcasing survey ratings. It identifies specific areas for improvement within the organization to boost employee satisfaction and productivity. Additionally, it delves into understanding the reasons for employee turnover among former employees, offering insights for improvement. The report's ultimate goal is to provide actionable recommendations based on data analysis to enhance employee engagement and improve the overall employee experience. These recommendations are tailored to address unique challenges and opportunities within the organization, aiming to create a positive and engaging work environment.

1. .
EMPLOYEE
ENGAGEMENT
TREND
ANALYSIS Shrayasi Roy

2. OBJECTIVE
• The purpose of this analysis is to identify the various factors affecting employee
engagement and pinpoint potential risks for Current Employees.
• Visual representations will be used to showcase the employee structure, divided
into Current Employees and Ex-Employees, highlighting survey ratings across
various domains like Environment Satisfaction, Job Involvement, Job
Satisfaction, Effect on Performance Ratings, Relationship Satisfaction, and
Work Life Balance.
• The goal is to pinpoint areas for improvement among Current Employees and
potential reasons for departure among Ex-Employees. This will enable the
creation of actionable recommendations to increase employee engagement, thus
improving the overall employee experience within the organization.
Shrayasi Roy

3. TENURE OF EMPLOYEES
• The difference in average tenure between current employees (7.4 years) and ex-employees (5.1 years) could reflect several
aspects about employees and their experiences within the organization:
7.4
5.1
Current Employees Ex-Employees
Employee Satisfaction:
Longer tenure among current
employees signals job
satisfaction and a positive
environment, while shorter
tenure for ex-employees hints at
dissatisfaction or cultural issues.
Career Growth Opportunities:
Longer tenure for current
employees hints at good career
growth and opportunities,
while shorter tenure for ex-
employees suggests limited
advancement chances.
Retention Strategies:
Longer tenure for current
employees could show effective
retention strategies. Shorter
tenure for ex-employees may
highlight areas needing better
retention efforts.
Workplace Stability:
Longer tenure fosters
stability, knowledge
retention, and teamwork,
while frequent turnover can
cause disruptions and
knowledge gaps.
Shrayasi Roy

4. ENVIRONMENT SATISFACTION
• The measure of how content employees are with their workplace
environment and culture.
• Current employees' satisfaction is notably higher, with a significant
percentage in the "Agree" and "Strongly Agree" categories, suggesting
overall positive sentiments, however the increased rating in “Disagree”
and “Strongly Disagree” can not be overlooked.
• Ex-employees, on the other hand, had lower satisfaction levels across
all ratings, highlighting areas of dissatisfaction that need attention.
• Areas that needs consideration:
a) Company Culture
b) Growth Opportunities
c) Support & Resources
14.42%
4.90%
16.60%
2.93%
26.60%
4.22%
26.26%
4.08%
Current Employees Ex-Employees
1
2
3
4
Strongly Disagree
Disagree
Agree
Strongly Agree
“How would you rate your satisfaction with
the workplace environment and culture?”
Shrayasi Roy

5. JOB INVOLVMENT
• The measure of how an employee is emotionally invested in
identifying their job roles and feel connected to their
responsibilities.
• Among current employees, 50.5% fall into the "Agree" category,
indicating a moderate level of job involvement. However, 20.6% in
the "Disagree" category suggests some detachment.
• Ex-employees, even during their tenure, had lower job involvement
(8.5% in the "Agree" category). Also, the rating dropped further
(0.8% in the "Strongly Agree" category), indicating a lack of strong
positive feelings about job involvement.
• Areas that needs consideration:
a) Nature of Work
b) Clear Communication & Feedback
c) Reward & Recognition
3.74%
1.90%
20.68%
4.83%
50.54%
8.50%
8.91%
0.88%
Current Employees Ex-Employees
1
2
3
4
“How emotionally invested are you in
identifying your job roles and feeling
connected to your responsibilities?"
Shrayasi Roy

6. • The measure of how engaged and committed employees are in their
work tasks and responsibilities.
• Current employees show relatively high job satisfaction, with a
significant portion strongly agreeing with job-related factors (27.6%).
• Ex-employees had lower job satisfaction levels during employment,
with the highest percentage in the "Agree" category (4.9%) followed by
“Strongly Disagree” category (4.4%).
• Areas that needs consideration:
a) Job Security
b) Fair Compensation & Benefits
c) Sense of Autonomy
15.17%
4.49%
15.92%
3.13%
25.10%
4.97%
27.69%
3.54%
Current Employees Ex-Employees
1
2
3
4
Strongly Disagree
Disagree
Agree
Strongly Agree
JOB SATISFACTION
“How would you rate your level of
engagement and commitment to your work
tasks and responsibilities?”
Shrayasi Roy

7. PERFORMANCE RATING
• The measure of an employee's job performance against
predefined criteria or standards.
• Among current employees, 71.0% are rated as "Good" and
12.8% as "Excellent" in performance. Ex-employees had lower
performance ratings, with 13.6% rated "Good" and 2.5% rated
"Excellent.
• This suggests current employees generally perform better, with
a larger proportion achieving higher performance ratings
compared to ex-employees.
• Areas that needs consideration:
a) Clear performance expectations
b) Guidance & Support
c) Training & Development Opportunities
71.02%
13.61%
12.86%
2.52%
Current Employees
Ex-Employees
4
3
Excellent
Good
“How accurately do you believe your job
performance aligns with predefined criteria
or standards?"
Shrayasi Roy

8. RELATIONSHIP SATISFACTION
• The measure of how content employees are with their interactions and
relationships at work.
• Current employees show relatively high relationship satisfaction, with a
significant portion agreeing or strongly agreeing with employee
relationship-related factors (51.3%). Ex-employees had lower
relationship satisfaction levels during and after employment.
• Areas that needs consideration:
a) Teamwork & Collaboration
b) Open Communication
c) Conflict Resolution
14.90%
3.88%
17.55%
3.06%
26.39%
4.83%
25.03%
4.35%
Current Employees Ex-Employees
1
2
3
4
Strongly Disagree
Disagree
Agree
Strongly Agree
“How content are you with your interactions
and relationships at work?”
Shrayasi Roy

9. WORK LIFE BALANCE
• The measure of the equilibrium or harmony between the time and
effort individuals dedicate to their work responsibilities and their
personal lives.
• 52.1% of current employees believe they have good work-life balance,
but 23.4% (19.4% + 4%) disagree or strongly disagree. Ex-employees
had lower satisfaction with work-life balance during employment.
• Areas that needs consideration:
a) Flexible Work Arrangements
b) Wellness Program & Resources
c) Time Management & Prioritization
4%
2%
19.46%
3.95%
52.11%
8.64%
8.57%
1.84%
Current Employees Ex-Employees
1
2
3
4
Strongly Disagree
Disagree
Agree
Strongly Agree
“How would you rate the measure of
equilibrium between the time/effort you
dedicate to your work and personal life?"
Shrayasi Roy

10. RECOMMENDATIONS
Foster a positive organizational culture that values employee well-being,
promotes openness and trust across all levels, encourages innovation and
creativity, and celebrates achievements.
Provide extensive growth opportunities, mentorship programs, and
continuous learning initiatives to empower employees, encourage career
advancement, and foster a culture of lifelong learning.
Equip employees with necessary resources, support mechanisms, and
constructive feedback channels to enhance collaboration, teamwork
effectiveness, and individual performance.
Shrayasi Roy

11. RECOMMENDATIONS
.
Establish transparent performance expectations, implement innovative
recognition systems, and ensure fairness in rewards and promotions to
motivate employees and drive performance.
Offer competitive compensation packages, comprehensive benefits, and
job security aligned with industry standards, organizational success, and
employee needs.
Foster open and transparent communication channels, facilitate cross-
functional collaboration, and encourage a culture of innovation, continuous
improvement, and knowledge sharing.
Shrayasi Roy

12. RECOMMENDATIONS
.
Promote work-life balance through flexible work arrangements, well-being
initiatives, and policies supporting mental health, resilience, and a healthy
work-life integration.
Empower employees with decision-making authority, autonomy in project
ownership, opportunities to drive impactful initiatives, and a sense of
ownership and accountability.
Strengthen relationships, build trust, and foster mutual respect among
teams and leadership through effective communication strategies, conflict
resolution approaches, and team-building activities.
Shrayasi Roy

13. RECOMMENDATIONS
.
Implement innovative engagement strategies, such as gamification,
collaborative projects, and virtual team-building activities, to enhance
employee morale, engagement levels, and overall satisfaction.
Enhance sustainability initiatives, corporate social responsibility efforts,
and ethical business practices to align with employee values, contribute
positively to the community and the environment, and foster a sense of
purpose and pride among employees.
Create opportunities for employees to participate in meaningful
community outreach and volunteer activities aligned with the company's
values and mission. Contributes positively to employee engagement and
satisfaction.
Shrayasi Roy

14. .
.
THANK YOU
Shrayasi Roy