Who is Sinking Your Boat?
Employee Engagement Survey
Education Session #3
Follow-Up and Preparation
March/April, 2014
You are here!
Discuss
Select
Plan
Follow
Up
IV. 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!
5 questions you must
ask your team
Retrieve handout
Discussion:
How can you tie these back into the X Model of
Engagement video we watched in our last
session?
If you were to ask your team these questions,
how would they respond?
Gathering great ideas
 Around the room you will notice 12 flip charts
 Each flip chart depicts an element of engagement
 With your table mates, brainstorm ways you have
promoted, explained, clarified each item based on what
you’ve read, seen, implemented, etc. – BE SPECIFIC
 Each table will spend 2 minutes on each flip chart and then
rotate to the next flip chart
 Once completed we will review as a large group
Q09 Example
Q09 – committed to quality
Team developed & committed to a
“Code of Quality” – insist on the best
Gathered & shared quality standards
from industry association
Be Specific!
Team described “Exceeds Expectations”
for performance appraisal
Hired people who valued a quality job
(described their personal standards)
All team members described to others
what they were working on
Team members learned & practiced how
to give & receive peer to peer feedback
Follow up = Accountability
 I received feedback on the
previous Employee Engagement
Survey conducted at UVA Health
System
2013 survey results were
shared
 My team participated in an
effective impact planning
session following last year's
Employee Engagement Survey
Discovery meetings held
and impact plans
developed
 My team has made progress on
the goals set during our impact
planning sessions after the last
Employee Engagement Survey
Making progress
Handout: Preparing for the Engagement Survey
Each leader must first be engaged,
before they can be engaging
“It is not my job to make people happy.
That is their job.
really cares
about howwhere
much you/we
My “Nobody
job is to create
an environment
they will be
know until
they
know how and
much
you/we care.”
successful,
make
a difference,
contribute
to the rest of the
team.”
“If
younot
askdrive
me how
I am doing
I will reply “Great”
“I will
engagement
down
Ibydon’t
project
how Itogether
may be feeling.
calling
everyone
in a huddle…
Iinstead
keep messaging
engagement.”
I
deal
with
the individual.”
“I am an extreme introvert.
My
job committed
requires metotomaking
be an extrovert.
“I am
it easy for people
I don’t
to
bething,
unpleasant
about
to do have
the“Iright
don’t
think aboutthe
how
Iit.”
will impact employee engagement.
“Communicate
WHY.
and difficult
to do
the wrong
thing.”
I don’t
manage
to it…
I don’t
say that
I won’t do something because the policy
It’s or
a result
of the
way
someone
told
meI lead
so….and manage.”
I explain why I do something because it is the right thing to
do and in the best interest of the patient.”
Are you having the right conversation
AND
Are you listening?
Preparing for the Annual
Survey
The Q12®
(for all Health System employees)
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
I know what is expected of me at work
I have the materials and equipment I need to do my work right
At work, I have the opportunity to do what I do best every day
In the last seven days, I have received recognition or praise for doing good
work
My supervisor, or someone at work, seems to care about me as person
There is someone at work who encourages my development
At work, my opinions seem to count
The mission or purpose of my organization makes me feel my job is
important
My associates or fellow employees are committed to doing quality work
I have a best friend at work
In the last six months, someone at work has talked to me about my progress
This last year, I have had opportunities at work to learn and grow
Additional items in 2014
CATEGORY
QUESTION
Effective Communication
•
My [supervisor/chair] involves our team in key decisions that affect our jobs and
work environment (Magnet)
Trust and Collaboration
•
•
•
•
My role receives the attention and respect it deserves from others (Magnet)
I feel free to speak out without fear of retaliation or disciplinary action (Magnet)
I feel respected in all my interactions at work
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
How satisfied are you with the University of Virginia Health System as a place to
work?
What one change or improvement would have the most positive impact on your
work environment?
Accountability
•
•
Overall Satisfaction
•
Open Ended Question
•
Fun Facts
 Confidential online survey administered May 21-June 4
 A link to take the survey, containing a personal survey
access code, will be distributed via email to each
employee – DO NOT forward
 Average completion time – 10 minutes
 Submitted surveys go directly to Gallup
 Response rates provided throughout survey
 Goal is 100%
 Employees hired as of April 7 are invited to participate
Key Dates
DATE
ACTION
March 20 - June 4
Socialize the survey (tools available via Engagement
website)
May 7
Email to staff announcing the survey from 5 entity
heads
May 7
Email to management team promoting the survey
May 14
Pre-survey email to all employees
May 21 - June 4
SURVEY!
July
Results delivered to UVA
August/September
Results education with management team
A Pep Talk from Kid President
Questions?