Analyzing, Understanding and Communicating Results
|“Employee engagement is the
willingness and ability to contribute to the organization's success”
Thank you to all the University of Connecticut Health Center
(UCHC) employees who showed their commitment to positive change
by participating in engagement08, the Health Center’s first
employee engagement survey. Human Resources, through Know Better
Place, sought to measure and evaluate the level of employee
engagement at the Health Center to determine employee
perceptions, identify best practices, plan for necessary
improvements, and create a benchmark for future surveys.
According to industry experts such as Gallup, health care
organizations with engaged employees have better staff
retention, better productivity, better financial results and
higher patient satisfaction.
The web based and paper survey was administered from October
22 through November 12, 2008. A total of 1,595 Health Center
faculty and staff completed the survey, representing 30% of the
Health Center’s overall workforce. A solid return by industry
standards. (CustomInsight, Focus 24 Research & Consulting).
Overall, the findings from engagement08 are encouraging.
To allow for more translatable results, the survey questions
were sorted into four key components (Figure 1). As you will see
in the accompanying charts, correlations across the qualitative
and quantitative data clearly illustrate areas of strength in
two components: Vision/Mission and Connection & Commitment.
Results also highlight opportunities for improvement in the
remaining two components of Teamwork & Respect and Manager &
Organization Support (Table 1).
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Drawing on the results of the 2005 UCHC Culture and Diversity
Survey, the importance of employee engagement was realized. Thus
three questions from the 2005 survey, regarding employee
engagement, were included in engagement08. Based on level of
agreement (responses of agree and strongly agree), incremental
gains have been realized in each of the questions (Table 2).
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In addition, 578 respondents, thirty-six percent, shared
feedback through unstructured comments. These comments were
reviewed and sorted into common themes, and then clustered into
the four components. A more in depth review of the comments will
taken to further guide action plans (Table 3).
Finally, in order to reveal specific areas of strength and
priorities for action planning, respondents’ level of agreement
(responses of agree and strongly agree) with each specific
question was calculated.
Table 4 shows employee agreement to the
survey questions by percentage. This will also serve as a
benchmark for future surveys.
By conducting this survey, the Health Center has taken an
important first step in identifying employee engagement levels
and establishing benchmark data to measure continued
progress. Senior leaders have reviewed a summary of findings. In
the coming weeks and months, through a comprehensive process,
Health Center leaders will begin to address priority issues that
impact employees across the organization.
As a valued employee of the Health Center, you already know
that Know Better Place is committed to being a force of positive
change in our organization through engaged employees,
communication and leadership. Again, thank you to all Health Center employees for your time and your feedback.