Employee Engagement Survey
Education Session #2
Impact Planning – Follow Up November/December, 2013
Check the 2 items your team is working on using the poster provided
Engagement requires an everyday focus
Asking: “What would a 5 look
like?”
How will you incorporate
engagement into your daily
practice?
Provide environment that encourages and supports discretionary effort
What we will cover today
1
2
3
4
• Discuss who is responsible for engagement
• Ensure Goals have SMARTS
• Learn how to enter Impact Plans into Gallup Online
• Gather best practices from your leadership peers
The ‘X’ model of
employee engagement
What stood out for you?
The responsibility of engagement lies with the
individual, not the leader….. do you believe
that?
Impact Plans: What is the
leader’s role?
• To guide and keep the team on track
• Think of yourself as a project sponsor
Whose impact plan is it?
You wont be able to complain that employees
didn’t buy into your plan if it isn’t your plan to
start with
Top down solutions don’t inspire buy-in or
practicality
Let’s identify themes
The Q12®
Q12 Opportunities to learn and grow
Q11 Progress in last six months
Q10 I have a best friend at work
Q09 Coworkers committed to quality
Q08 Mission/Purpose of organization
Q07 At work, my opinions seem to count
Grow
Grow
Belong
Q06 Someone at work encourages my development
Q05 Supervisor/Someone at work cares
Q04 Recognition last seven days
Q03 Do what I do best every day
Give
Q02 I have materials and equipment I need
Q01 I know what is expected of me at work
Get
SMARTS Goals
Retrieve this handout
Gallup Online
Impact Plan Section
Discuss
IV.
Select
Follow Up to monitor, revise, and
ensure Impact Plan execution
a)
In existing team meetings (no more
frequently than monthly), spend no
more than 10 minutes discussing
IMPACT PLAN progress.
b) Distribute a written copy of the
IMPACT PLAN
c) Ask: “Did we do what we said we
were going to do?”
d) Ask: “Did it make any difference?”
e) Document any ACTION ITEM
modifications
f) Repeat!
Plan
Follow
Up
Retrieve this handout
Promoting an engaged culture
Alan Oktay
Communications & Infrastructure Director
Network Services
Purposefully show team members how they impact
people and contribute to the organization’s mission
Create opportunities for open dialogue
As a leader “They’ve got all of you… not just some of
you”
Mary Crandall
Home Health Care Director
Continuum
Expect positive attitudes of everyone and show how
they are contagious
Build camaraderie and encourage ‘bubbly’
personalities
Know your own core values to further shape your
engagement
Sandy Neumayr
Nurse Manager
Pediatric ICU
Listen & discuss what is relevant in shaping the future
Gather team ideas to develop trust & increase
involvement
Dedication of the team to their practice increased
ownership and improved clinical outcomes while
energizing personal growth
How will we measure this?
2014 CENSUS ENGAGEMENT SURVEY
3 additional questions:
I received feedback on the previous Employee Engagement Survey
conducted at UVA Health System
My team participated in an effective impact planning session following
last year's Employee Engagement Survey
My team has made progress on the goals set during our impact planning
sessions after the last Employee Engagement Survey
Copyright © 2013 Gallup, Inc. All rights reserved.
The Upshot…
No one can make you more engaged. Your
engagement, ultimately, is a personal equation.
It reflects your relationship with work, based on
your values, your talents, and your aspirations.
Adapted from Blessing White
Next Steps
 Share what you have learned today & modify your
goals to ensure Impact Plans have SMARTS
 Enter Impact Plans via Gallup Online
 Continue utilizing your Informal Leaders as
Engagement Champions
 Integrate engagement into your team meetings
 Show the X Model of Engagement video
 Incorporate engagement into your discussions about
other initiatives (i.e. quality, patient satisfaction, etc.)
 Share best practices and lessons learned at MCMG,
OLF, Director’s meeting when prompted
On the horizon…
Nov/Dec 2013
MC Management Education #2 – 2 Group Approach to
Impact Planning
Mar/Apr 2014
MC Management Education #3 – Achieving Our Mission &
Changing Our Culture
May 2014
Health System Census Survey
 Enrollment in Education Session #3 will begin in
January via the Learning Management System