Descriptive summary-Question

wise

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 Apprenticeship Engagement Survey

81 respondents out of sample size of

110 75% participated
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SUMMARY OF THE SURVEY- OVERALL

Nurturing
95%

Reward and
Recognition

91%

Leadership Credibility

100%

Personal Development

95%

Manager Feedback
85% © RSPL Corp Limited 2021. All rights reserved 3
I would describe myself
as…
98 % in the team are engaged and motivated at RSPL

2%

12%
Demotivated
Engaged
25% Loyal & Committed
61%
Motivated

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I would like to work with RSPL for a long
time…
95 % in the team see a long term career growth at
RSPL.

28%
Agree
Disagree
69% 3% Strongly
agree

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I feel there is a “family” or “Team” feeling
at RSPL…
98% in the team have strong camraderie at
RSPL.

42% Agree
Disagree
56%
Strongly
agree

2%

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People care about each other
here…
93% in the team feel there is a value of nurturing at
RSPL.

1%

Agree Disagree
41%
Strongly agree
52% Strongly disagree

6%

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I get the needed support from RSPL in
both good and bad times…
98% in the team feel they are supported
RSPL.

40% Agree
Disagree
58% Strongly
agree
2%

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I have clearly defined KRA’s and
job responsibilities in line to my
role…
95% in the team are aware of defined KRA’s and job responsibilities at
RSPL

35%
Agree
Disagree
60% Strongly
agree
5%

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I receive periodic constructive
performance feedback, guidance and
support from my …
96% in the team look up to their supervisor for timely support at
RSPL

41% Agree
Disagree
55%
Strongly
agree
4%

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Supervisor avoid playing
favorites…
15% In the team feel supervisor play favorites at
.

4%

Agree Disagree
42%
Strongly agree
43%
Strongly
disagree
11%

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I feel respected, empowered, heard in my
team and by my manager regardless of my
position…
94 % in the team feel respected, empowered and heard at
RSPL

43% Agree

51% Disagree
Strongly
agree
6%

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I get recognized and rewarded for
my
contributions…
91% in the team feel they are recognized for their contributions at
RSPL

4%

Agree Disagree
41% Strongly agree
50% Strongly disagree

5%

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We celebrate special events around
here…
98% in the team feel we celebrate small wins at
RSPL.

1%

Agree Disagree
37%
Strongly agree
Strongly disagree
61%

1%

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I believe our leadership team is approachable
and easy to talk with…
100 % in the team agree to the approachability of leadership team at
RSPL

47% Agree
53% Strongly
agree

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I believe RSPL encourages its people who try
new and better ways of doing things, regardless
of
outcome…
95% in team feel autonomy is given to experiment at work in RSPL.

1%

Agree Disagree
39%
Strongly agree
56% Strongly disagree

4%

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I get enough time to do my job well and get
encouraged to balance both work & personal
life
better…
94% in the team feel they are able to maintain healthy work life balance at RSPL.
2%

Agree Disagree
40% Strongly agree
54% Strongly disagree

4%

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I would strongly endorse my company to
friends and family as a great place to work…
99% in the team are agree that RSPL is indeed a great place to
work.

38% Agree
Disagree
61% Strongly
agree
1%

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One motivating factor that personally drives you
to perform above and beyond the expectations
is…
• Senior management's support, processes and systems .
• HR policies (many thanks for supporting in covid time).
• Manager Guidance & Reviewing.
• The company's taking care of everything about employees keeps me highly motivated.
• If you feel confident that you can give honest, constructive criticism to a superior without burning bridges,
then do so! This will help both you and the manager in the long run.

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Any feedback about manager or areas of
improvement…
• Training period needs to be arranged completely for any new Joiners in team.
• Team bonding initiatives within the organization.
• Knowledge sharing from consistent performers.
• Request to take care of his health in his busy schedule.
• Higher authority is supportive on the work part also found that below level speaks backward on each individual &
front differently. Once heard from other team hurts lot.
• Training period needs to be arranged completely for any new Joiners in team..
• Time to time appreciation to good performers
• Transparency should be maintained & Avoid favoritism.

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Support required from
Management…
• Give time to time feedback for improvement in performance.
• Manager to avoid playing favorites and for that reason only there is no motivation to come to
office.
• Need to arrange get to gather meeting in monthly or Quarterly once for understand the business
flow and team members.
• Need response from cross functional teams

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Vertical Wise
Overview

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 Operations Team

I get the needed support from RSPL in I get recognized and rewarded for
both good and bad times my
contributions…

Agree
14%

Agree Disagree
38% 43%
24% Strongly
Strongly
62% agree agree
Strongly
19% disagree

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 Maintenance

I believe our leadership team is

approachable and easy to talk Supervisor avoid playing
with… favorites…

6% Agree

Disagree
40%
49% Agree
51% Strongly agree Strongly
46%
agree
Strongly
8%
disagree

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 Sales
I believe RSPL encourages its people I have clearly defined KRA’s and
who try new and better ways of doing responsibilities in line to my
job
things, regardless of outcome… role…

38%
48%
44% Agree
Agree
Disagree
56% Strongly agree
Strongly
14%
agree

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 Next Steps

• Plan team bonding and engagement between cross functions in Apprenticeship for better harmony
• Arrest favoritism if felt within the team by people supervisor one on one and skip levels.
• Have a theme of appreciation built within the team, can think of spot recognitions, team outing
and appreciation -Celebrate success of your team/function. Appreciating team members through
various channels via email, team connects, R&R for the good work they have done.
• Encourage Peer to Peer recognition
• Build culture of learning, training need identification and development plan among the team

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