Results Of Employee Survey 2019: 4% Of Executives And 88% Of

Results Of Employee Survey 2019 4 Of Executives And 88 Of Employees

Analyzing the results of the 2019 employee survey reveals critical insights into organizational culture, employee engagement, feedback mechanisms, and performance management processes within Amazon. The survey indicates that a small percentage of executives (4%) and a larger portion of employees (88%) recognize the importance of a distinct workplace culture for business success. Despite this widespread acknowledgment, there appears to be a significant misalignment between perceived and actual company culture, with only 19% of executives and 15% of employees strongly believing that their culture is widely upheld across Amazon.

The correlation data suggests that misalignment in culture (correlation coefficient of .61) significantly influences turnover intentions, as employees become more likely to seek other employment due to dissatisfaction with culture. Furthermore, the survey highlights that only 68% of employees who receive consistent and accurate feedback feel fulfilled, emphasizing the critical importance of effective performance management for employee satisfaction and retention. Engagement levels are also influenced by recognition, with 69% of employees stating they would work harder if their efforts were better acknowledged, and 80% of Generation Y preferring on-the-spot recognition over formal evaluations.

Data on performance reviews reveals widespread dissatisfaction, with 62% of employees feeling blindsided by their reviews and 59% citing unprepared managers. Moreover, only 8% of employees perceive Amazon's performance management process as highly effective, while 58% see it as inefficient. The lack of constructive and frequent feedback contributes to a culture of frustration; 24% of employees have considered leaving the company due to inadequate managerial feedback and recognition issues.

These findings suggest a disconnect between leadership's perception of organizational culture and employees’ actual experiences. The correlation between poor feedback practices, unclear expectations, and decreased engagement underscores the need for a comprehensive organizational change strategy focusing on leadership development, feedback culture enhancement, and recognition programs. Addressing these areas can improve employee morale, reduce turnover, and foster a stronger, more aligned organizational culture.

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The employee survey of 2019 provides invaluable insights into organizational health at Amazon, revealing strengths, gaps, and opportunities for strategic improvement. The data demonstrates that both executives and employees appreciate the importance of a distinctive workplace culture for organizational success. However, the discrepancy in perceptions of culture's adherence—only a small fraction of leadership (19%) and employees (15%) believe their culture is genuinely upheld—suggests a significant gap between intended and actual organizational practices. This misalignment potentially fuels disengagement, dissatisfaction, and turnover intentions among employees.

Research indicates that organizational culture is a driver of employee engagement and retention. Schein (2010) emphasizes that shared assumptions, values, and beliefs shape behaviors within organizations, influencing performance outcomes. When these cultural elements are misaligned or poorly communicated, employees may feel undervalued or disconnected, as reflected by data showing that only 68% of employees who receive consistent, accurate feedback feel fulfilled in their roles. This statistic underscores the importance of effective communication and feedback mechanisms in reinforcing a positive culture.

The correlation coefficient of .61 between cultural misalignment and employees seeking other jobs underscores the critical impact of cultural congruence on turnover intentions. When organizations fail to practice and reinforce their stated values, employees notice and may extricate themselves from the organization in search of environments aligned with their expectations and needs. Thus, leadership must prioritize cultural coherence through visible behaviors, consistent messaging, and reinforcement of core values.

The role of feedback emerges as a crucial factor influencing engagement and satisfaction. The survey indicates that 78% of employees feel they would work harder if recognized more frequently, and 69% state they would put in more effort if their work were better acknowledged. Recognition aligns with Deci and Ryan’s (2000) self-determination theory, which suggests that recognition fosters intrinsic motivation. The preference among Generation Y and Z for immediate and ongoing feedback highlights the evolving expectations of the modern workforce (Morrison, 2014).

Despite this, the survey reveals substantial shortcomings in Amazon's performance management process. The fact that 62% of employees felt blindsided by reviews and that only 8% found the process effective is concerning. These figures point to inadequate communication, preparation, and feedback frequency, which Breaugh (2008) links to decreased employee motivation and increased turnover risk. Moreover, 24% of employees have considered leaving the organization due to perceived inadequacies in managerial feedback, suggesting that ineffective performance management is a significant retention challenge.

Leadership development and managerial training should therefore focus on fostering skills in providing constructive, timely, and consistent feedback. As studies show (Kuvaas, 2006), managers’ capacity to give meaningful recognition and developmental feedback impacts employee engagement, productivity, and retention. Implementing robust feedback systems—such as regular check-ins, 360-degree feedback, and real-time recognition—may mitigate dissatisfaction and promote a culture of continuous improvement.

Furthermore, creating a culture of recognition not only motivates employees but also enhances organizational effectiveness. Evidence suggests that employees who are recognized and valued are more engaged, productive, and less likely to leave (Kuvaas, 2006). As 80% of Gen Y employees express a preference for immediate recognition, organizations should incorporate informal and real-time acknowledgment platforms to meet this expectation (Larkin et al., 2012).

In conclusion, the survey findings underscore that a combination of cultural misalignment, inadequate feedback practices, and insufficient recognition efforts undermine employee engagement at Amazon. Addressing these issues requires a comprehensive organizational change strategy—centering on leadership development, fostering a feedback-rich culture, and establishing meaningful recognition programs. Such initiatives can align organizational practices with cultural values, enhance employee satisfaction, and ultimately improve retention and performance outcomes.

References

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