In the attached report you will find the analysis you requested. We performed this analysis of
the communication within the Accounting Analysis department at Speedway. We have
included areas that we feel need improvement and recommended ways to make those
Our analysis has shown that the problem lies in feedback from the manager to the employees.
We came to this conclusion by asking each employee in the department to take a survey that
would help us zero in on the problem. We also sent a survey to other departments within
Speedway. This gave us the ability to compare other department results with the results from
Accounting Analysis. We believe we have several different ways that could help with solving
the problems this department is experiencing.
Thank you for choosing L & L Consultants to conduct this analysis. If you would like to discuss
any of the findings or have any questions please contact us at xxxxxxx or by email at xxxxxxxx
would be happy to discuss or answer any questions you may have. Please do not hesitate to
contact us if you have another need for our services.
Table of Contents
Purpose and Scope
Conclusion & Recommendations
Importance of Feedback in the Workplace
Feedback is a critical component a department must have if they are to accomplish their work
successfully. Communication between employees and management will give clear direction on
the way their job tasks should be performed. Feedback serves to let employees know how they
are doing in their job tasks. Without quality communication and feedback a department can
seem disorganized and perform at a lower level than their potential would allow. This
department is responsible for many different financial functions. It is very important for this
department to run smoothly and perform their tasks at a high quality level.
L&L Consultants performed a survey at Speedway LLC. We surveyed the Accounting Analysis
Department and several other departments. Accounting Analysis ranked the lowest on the
subject of feedback. The employees do not feel valued. The manager’s “hands off” approach is
causing resentment and division within the department.
Our recommendations are as follows.
1. Feedback schedule – Implement a monthly schedule of feedback appointments with
2. Split the department – Making 2 departments will lessen the responsibilities of the
supervisor. This will allow them to give more feedback and be more hands on with the
3. Two-way feedback – The supervisor must be open to giving and receiving feedback. The
employees in this department are unhappy. A supervisor that is open to receiving
constructive feedback from their employees will help improve employee / manager
4. Employment engagement surveys – These surveys will tell employers how employees
are feeling about their jobs and their work environment. Anonymous surveys can help
employees feel comfortable being honest. This can lead to discovering hidden problems
that employees might be nervous about reporting.
5. Management training classes – New and old managers should take classes to keep up on
new management concepts and techniques. The work environment is constantly
changing. Managers must be ready for the changes and how to deal with them.
The Accounting Analysis department within Speedway LLC has been experiencing issues with
communication. L&L Consultants has been asked to research and analyze these issues and
provide a plan to address them. The specific communication problems are with feedback.
Employees in this department do not feel that they are given enough feedback to feel
appreciated. They also feel that if there were more feedback there might be less mistakes with
the tasks they perform.
Purpose and Scope
Speedway is the nation’s 2nd largest company owned and operated convenience store chain.
Speedway has approximately 2,730 stores in 21 states.
The goal of this report is to find ways to bring the department together as a team so it can
perform at its best.
With the information that we have gathered we are assuming the current supervisor will
remain the supervisor of the department. We are also assuming everyone within the
department will retain their current position and that everyone is willing to make
improvements to enhance the department.
We came to the problem in the department by surveying employees at Speedway LLC. We
then sent the same survey to other departments within Speedway so that we could compare
the results between departments. Our recommendations came from studying how other
companies and organizations work. We also used reference books, online sources and studies
on communication and feedback in the workplace.
The information we based our findings on is limited to Speedway employee surveys.
L&L Consultants created a survey to be given to the Accounting Analysis department. After we
took this survey we decided it would be good to have other departments take the same survey
so we could compare the results.
From the survey we see that the Accounting Analysis department ranks the lowest when it comes to
feedback. Employees feel that the supervisor does not let them know how they are doing on a regular
basis. They feel that if they are doing something wrong they would not know it because of this.
We included a comment section in our survey. Here are a few of the comments.
1. When I started with the department the supervisor introduced me to everyone and left me with
someone that would train me. I didn’t hear from him again for 4 weeks. I would think a
supervisor would check on their new employees a little more often than that.
2. I do a division of the fixed asset reconcilement. I had been doing something wrong on it for 6
months. We turn our recons into our supervisor. I think if we had monthly or bi-monthly
checkups with our supervisor maybe this wouldn’t have gone on so long incorrect.
3. I found out about a change in the way I key invoices from another department’s supervisor after
the change was supposed to be in place for 2 weeks.
4. I know several people in the department had been telling the boss a certain employee was doing
things wrong for almost a year. This employee would spend his time on the internet, come in
late, and leave early. He was responsible for a reconcilement I know he didn’t do it right.
Eventually this employee was fired for cheating on his time. I think if our supervisor had
listened to our concerns about this employee and addressed them maybe the situation would
not have come down to the employee being fired.
5. I don’t think my boss even knows what I do. He hasn’t spoken to me in over a month.
Businesses in the United States waste $105 billion and 14% of their time dealing with poorly performing
employees. Regular feedback will help bring this waste down and help employees feel valued.
Constructive feedback can improve working relationships and increase productivity. There is a study by
Human Synergistics which reports 90% of employees feel they work in a negative workplace culture of
blame, indecision and conformity. A study by S. McCarthy has found that most managers focus on the
negatives of their employees and rarely point out the good. We believe Accounting Analysis is in this
Important Statistics on Feedback
Officevibe.com informs us that labor and productivity have increased since the 1900’s but happiness and
communication between employees and managers has declined. This website gives these important
statistics on feedback in the workplace.
1. 39% of employees say that they do not feel appreciated at work.
2. Companies with regular feedback have 14.9% lower turnover rates.
3. Managers that ignore their employees have employees that are 2 times more likely to be
disengaged at work.
4. Companies that have managers that focus on their employee strengths are 30 times more likely
to have employees that are actively engaged at work.
5. 4 out of 10 employees that receive little or no feedback are disengaged.
6. 43% of employees that receive feedback once a week are highly engaged.
7. 65% of employees say they want more feedback.
8. 58% of managers think they give enough feedback.
9. 98% of employees will be disengaged when they receive little or no feedback.
10. 69% of employees say they would work harder if they felt their efforts were recognized.
11. 78% of employees say being recognized motivates them to do their job well.
These statistics show how important feedback is to employees, management and the success of
Conclusions and Recommendations
To ensure the success of the Accounting Analysis Department L&L Consultants recommend the
The manager should provide feedback to their employees on a regular basis. Implementing a
feedback schedule would be a welcome change to this department. A short conversation each
month between the manager and the employees would go a long way in helping the employees
feel like what they do matters. Regular feedback will help create an open dialogue in the
department. This dialogue will help the department work together as a team. Of course
feedback should also be given if a situation warrants it. These situations would be if an
employee goes above and beyond and deserves praise. Feedback can be as simple as a thank
you. Another instance where feedback should be as soon as possible is if there is something
done wrong that would warrant immediate attention.
Here are 6 tips on giving feedback in the workplace.
1. Communicate caringly - A good manager will give feedback in a caring way. Your
communication must be clear to the employee that you are providing the feedback to
help them in their performance. If feedback is given in a caring way the employee will
be more receptive.
2. Ask permission – A manager should ask the employee if it is ok to give them feedback
and suggestions before beginning. This can be done with a simple question like, “Can I
go over something with you?” This will make the situation more relaxed and put the
employee at ease. If the employee is relaxed they will be more open minded about your
3. Leave negatives at the door – Everything about the feedback should be done in a
positive way. A manager should avoid using negative phrases. Negativity will put the
employee on the defensive. Approaching the feedback in a positive way will show the
employee you are trying to help them improve.
4. Be specific – A manager must be direct with their employees. He or she must let them
know how the undesirable behavior affects others. This will show them the need to
change. Then they must given a clear suggestion on how to make the change.
5. Act quickly - Feedback should be given as soon as possible. As soon as the manager sees
something or has something brought to their attention they should take action. They
should take a little time to prepare and then approach the employee as soon as they
can. Letting time pass between the event and the feedback will make the feedback less
6. Pick the right place – Negative feedback should never be given in front of others.
Feedback on someone’s performance should only be between the manager and the
employee. Positive feedback can be given in front of an audience if the employee is ok
Acting on the feedback is the next step for management and employees. These actions can
consist of adjusting behaviors and attitudes. Changing the way tasks are approached and
completed. The feedback can be the tool that helps create a department that can help each
other improve their jobs and department.
Split Up the Department
This department consists of a Coordinator, 7 Analysts and 8 Accountants. We would suggest
making the Coordinator a supervisor over the Accountants and the current supervisor would
remain the supervisor of the Analysts. A smaller group would make it easier for the supervisor
to give more feedback and be more hands on when it comes to job tasks.
Be Open to Two-way Feedback
Two-way feedback is when the supervisor tells the employee how they are doing at work and is
ready to hear feedback from the employee on their own performance. This could help the
overall team environment. A supervisor that is willing to take some suggestions from his
employees shows the openness that will solidify the department into a group. This would help
Accounting Analysis can build a workplace culture where everyone is comfortable with giving
and receiving feedback. This would help reduce stress levels in manager / employee
Employment Engagement Surveys
Performing surveys that will give management a look inside how the company’s employees are
feeling about their jobs is a great way to improve relationships. These surveys can help
management gain information that can help their employees and improve production and the
overall company. An employment engagement survey should be able to measure these 5
5. Relationships at Work
These surveys should be anonymous. The results should be reviewed with the department as a
whole. Each issue that needs attention should be discussed with the department in an open
meeting. Solutions to the issue should be considered and employees should have input on
these solutions. Then the solutions should be implemented.
Management Training Classes
Another option would be to send the manager of this department to management training
classes. Managers should attend refresher courses on management concepts. Wright State,
Clark State and Sinclair offer many different management class opportunities in your area.
Please let us know if you would like us to send you more information on these classes.
Wheelen, T. L, Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2015). Strategic Management
and Business Policy Globalization, Innovation, and Sustainability. (14th ed.). Upper Saddle
River, NJ: Pearson Education Inc.
Purchase answer to see full