Last year, we surveyed our employees on improvements needed at Company

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Argument
The following appeared in a memorandum from the director of human resources to the executive officers of Company X:
“Last year, we surveyed our employees on improvements needed at Company X by having them rank, in order of importance, the issues presented in a list of possible improvements. Improved communications between employees and management was consistently ranked as the issue of highest importance by the employees who responded to the survey. As you know, we have since instituted regular communications sessions conducted by high-level management, which the employees can attend on a voluntary basis. Therefore, it is likely that most employees at Company X now feel that the improvement most needed at the company has been made.”

Response
The argument claims that employees at company X now feel that the most needed improvement at the company has been made. This claim is laid upon weak foundations, include poor reasoning, and is a stretch.

First, the argument claims that the most needed improvement at company X is improved communications between employees and management, but this conclusion is deeply flawed as the workers were asked the choose the most needed improvement in their opinion from a closed list of options. This raises many red flags, two of which are:
1) Methodology: the argument assumes that having employees rank different improvements is a sufficient way of assessing the most needed improvement needed, but that claim is not substantiated in any way. One can easily think of other, much better, options, such as having personal one of one conversations with employees to understand their most urgent needs, or using big data from the companies data sources to identify areas of weak performance.
2) Structure of the list: The argument states that employees were asked to rank options out of a closed list. That is deeply flawed for the mere fact that it can be that none of the real pressing matters were present on that list. It might well be that communication with management is neglegibale for employees but happened to be the most pressing option out of those contained in the list. The argument brings no evidence to support the fact that the most pressing issues were indeed contained in the mentioned list.
The above mentioned reasons are enough to harshly weaken the argument that the most pressing issue was management communication.

Second, even assuming that communications with management was the most pressing issue, the argument fails to substantiate with concrete evidence that it was actually improved. The argument assumes that regular communication sessions are an adequate solution to this issue but brings no evidence to the improvement that was achieved by those sessions. One must ask himself, was there no feedback supplied by employees regarding the effectiveness of these sessions? Was there another survey taken to assess the effect of these sessions? By not suppling any further evidence regarding the outcome of the sessions the argument is made weak and incoherent.

To conclude, the given argument does a poor job at substantiating the most important improvement to employees at company X, for the above mentioned reasons it is a stretch to believe that it is indeed management communications. Also, no farther evidence are brought to concrete the claim that the given solution actually succeded in resolving the issue. To substantiate its claims the argument should include employees perception of the most pressing issues and the way to address it. Until that is made the argument remains weak and flawed.