Technical Writing Exam 05002100
May 19, 2015
To: Gregory S. Forest, President; Stephen Summers, Chief Executive; Hank Paulson, Vice President of Operations; Jane Doe, Vice President of Human Resources; Bill Johnson, Vice President of Public Relations Operations; Sandy Jones, Vice President of Marketing Operations; Cindy Xiong, Vice President of Advertising Operations; Bob Thomas; Vice President of Finance
From: Jane Doe, Vice President of Human Resources
Subject: Roanoke Branch Update
In recent months, the Roanoke office has had complaints from four of its clients and there is a feeling that the decline in customer satisfaction could be due in part to low morale among the branch’s employees. It has come to my attention that some of the graphic designers and art directors feel that they and their works are not being treated fairly and their ideas are not being taken seriously. All the while, they are being asked to work longer hours without a satisfactory work life balance, or proper compensation, either monetarily or in time. All have threatened to leave the company. We must give our immediate attention to this situation as Roanoke handles some of our biggest clients. We must also be sure the employees we hire are being treated as part of a team, and adequately trained as well as perform and overall compensation review.
As an executive team, I feel it is very important to reach out to the Roanoke branch to find out what the root of the problem is before it gets worse and the entire company is affected. Here is my proposed plan of communication with the branch:
Hank Paulson – Conduct a performance survey with Roanoke’s clients to see if they have any feedback for the branch. Prepare and distribute an employee pulse survey to obtain anonymous feedback from all branch employees.
Bill Johnson – Conduct a round table with the Public Relations department employees and get their feedback.
Sandy Jones – Conduct a round table with the marketing department team for their feedback.
Cindy Xiong –
To: Gregory S. Forest, President; Stephen Summers, Chief Executive; Hank Paulson, Vice President of Operations; Jane Doe, Vice President of Human Resources; Bill Johnson, Vice President of Public Relations Operations; Sandy Jones, Vice President of Marketing Operations; Cindy Xiong, Vice President of Advertising Operations; Bob Thomas; Vice President of Finance
From: Jane Doe, Vice President of Human Resources
Subject: Roanoke Branch Update
In recent months, the Roanoke office has had complaints from four of its clients and there is a feeling that the decline in customer satisfaction could be due in part to low morale among the branch’s employees. It has come to my attention that some of the graphic designers and art directors feel that they and their works are not being treated fairly and their ideas are not being taken seriously. All the while, they are being asked to work longer hours without a satisfactory work life balance, or proper compensation, either monetarily or in time. All have threatened to leave the company. We must give our immediate attention to this situation as Roanoke handles some of our biggest clients. We must also be sure the employees we hire are being treated as part of a team, and adequately trained as well as perform and overall compensation review.
As an executive team, I feel it is very important to reach out to the Roanoke branch to find out what the root of the problem is before it gets worse and the entire company is affected. Here is my proposed plan of communication with the branch:
Hank Paulson – Conduct a performance survey with Roanoke’s clients to see if they have any feedback for the branch. Prepare and distribute an employee pulse survey to obtain anonymous feedback from all branch employees.
Bill Johnson – Conduct a round table with the Public Relations department employees and get their feedback.
Sandy Jones – Conduct a round table with the marketing department team for their feedback.
Cindy Xiong –