CHAPTER IV
FINDINS AND SUGGESTIONS
4.1 FINDINGS OF STUDY
The majority of respondents (62%) are below 25 years, showing UST Global has a young
workforce.
A balanced gender representation exists, with slightly more females (49%) than males
(37%).
8% of employees identify as “Other,” and 9% prefer not to disclose gender, indicating an
inclusive environment.
Technical staff make up the largest job role category (35%), reflecting UST Global's IT
focus.
30% of respondents belong to support staff, and 27% are from management.
8% of employees work in other hybrid or undefined roles.
Nearly half the workforce (48%) has less than one year of experience, suggesting recent
expansion or turnover.
22% of employees have between 4–7 years of experience, representing mid-level tenure.
Only 11% have been with the company for more than 6 years, indicating low long-term
retention.
A large portion of employees (41%) come from IT/software departments.
27% are from operations and 26% from administration, highlighting strong internal
function support.
Only 6% of respondents are from Human Resources, suggesting low participation from
HR teams.
42% of employees are satisfied with the physical work environment.
38% of respondents are either dissatisfied or very dissatisfied with workplace facilities.
No respondents selected “very satisfied” regarding physical work environment, indicating
improvement is needed.
Communication is rated “poor” or “very poor” by 62% of employees, a serious concern.
Only 9% rate communication as “excellent,” pointing to a communication gap.
Perceptions of workplace culture are mixed; just 33% agree the culture is positive.
27% of employees responded “maybe” about the culture, indicating confusion or
inconsistency.
47% of respondents are dissatisfied with career development opportunities.
Only 28% are satisfied or very satisfied with career growth options.
39% feel their skills are underutilized, suggesting inefficient job role alignment.
Just 34% agree that their skills are fully utilized in their current role.
Compensation is a major dissatisfaction area—43% of employees rated it poorly.
49% of respondents are satisfied or very satisfied with employee benefits.
30% are dissatisfied with the benefits provided by the company.
Only 35% believe their compensation meets industry standards; 30% disagree.
66% of employees believe leadership is either not transparent or only “maybe”
transparent.
Feedback and recognition are rated ineffective by 38% of employees.
Work-life balance is a mixed experience—37% are satisfied, while 36% are dissatisfied.
Flexibility in work hours and remote work is inconsistent across departments.
Overall experience at UST Global is polarized: 30% rated it “very poor” and 40% rated it
positively.
Only 40% would recommend UST Global as a good place to work, while 39% are
unsure.
4.2 SUGGESTIONS OF THE STUDY
Improve Internal Communication: UST Global should establish clear communication
channels between teams and management. Regular team meetings, departmental
briefings, and open Q&A forums can reduce misunderstandings and increase employee
confidence in leadership.
Train Managers in Communication Skills: Leaders and supervisors should undergo
training in communication techniques to ensure that instructions, expectations, and
company updates are conveyed clearly and constructively.
Upgrade Physical Work Environment: To address dissatisfaction with infrastructure, the
company should invest in ergonomic furniture, well-maintained facilities, quiet zones,
recreational areas, and better lighting and ventilation systems.
Encourage Open Feedback Culture: Implementing anonymous suggestion boxes, regular
pulse surveys, and open-door policies will allow employees to voice concerns without
fear, fostering transparency and trust.
Strengthen Workplace Culture: Organizing inclusive cultural, social, and wellness
activities can boost morale and create a sense of belonging among employees from
diverse backgrounds.
Introduce Mentorship Programs: Pairing new or less experienced employees with senior
mentors will support professional development and knowledge sharing, and help in
smoother onboarding and retention.
Establish Transparent Career Growth Paths: UST Global should provide clear promotion
criteria, timelines, and development goals, so employees understand what is required to
move forward in their careers.
Expand Training and Development: Offering regular, customized training sessions in
technical skills, leadership, project management, and soft skills will enhance employee
competence and satisfaction.
Implement Talent Alignment Strategies: Regular skill audits should be conducted to
ensure that employees are placed in roles that match their strengths, increasing
engagement and productivity.
Conduct Personalized Performance Reviews: Performance evaluations should include
developmental feedback and individual career planning to guide employees toward their
goals.
Reassess Compensation Structures: Regular salary benchmarking against industry
standards should be carried out to ensure that UST Global remains competitive in
attracting and retaining talent.
Introduce Performance Incentives: Bonuses, spot awards, and non-monetary recognition
like certificates or public appreciation should be used to reward excellent work.
Upgrade Employee Benefit Programs: A broader range of benefits such as wellness
allowances, mental health support, parental leave, and financial planning resources can
cater to diverse employee needs.
Increase Awareness of Benefits: Conduct periodic sessions or distribute easy-to-
understand digital guides that explain employee benefits clearly to avoid confusion and
underutilization.
Foster Transparent Leadership: Senior leadership should explain the rationale behind
major decisions and involve team members in relevant discussions to enhance mutual
understanding and acceptance.
Train Leaders in Empathy and Support: Managers should receive coaching on people
management, active listening, and conflict resolution to better support team members.
Improve Feedback and Recognition Systems: A formal recognition platform that
acknowledges both individual and team achievements regularly will encourage a high-
performance culture.
Promote Work-Life Balance: Introduce or reinforce policies like flexible schedules,
remote work options, and mental wellness breaks to help employees manage work and
personal responsibilities.
Standardize Flexible Work Policies: Ensure consistency across departments in terms of
remote work access, hybrid options, and working hours, so that all employees benefit
equally.
Monitor Workload Distribution: HR and team leads should track task allocation to
prevent overburdening employees and ensure reasonable expectations across roles.
Use Surveys to Guide Change: Regularly conduct employee engagement and satisfaction
surveys, and take concrete steps based on feedback to show responsiveness and
commitment.
Host Leadership Town Halls: Monthly or quarterly town halls hosted by senior
management can clarify strategic goals, celebrate milestones, and allow open dialogue
with employees.
Enhance HR Visibility and Role: The Human Resources department should play a more
proactive role in employee engagement, grievance handling, and policy enforcement.
Launch Retention Initiatives: Implement loyalty rewards, internal job rotation, long-
service awards, and career coaching to retain valuable employees and reduce attrition.
Create a Listening and Innovation Culture: Encourage employees to pitch new ideas or
improvements by forming innovation committees or regular brainstorming sessions,
making them active contributors to the company’s growth.