2014 employee engagement survey results ili 33 – sept 11 & 12, 2014

2014 Employee Engagement Survey Results ILI 33 – Sept 11 & 12, 2014

Segmenting Survey Questions

Engagement Index versus Engagement Drivers

Source: Survey Solutions Employee Engagement database, 2014

Engagement Index

• 4 questions• Measures attributes of an

engaged colleague• Serves as dependent

variable

Engagement Drivers

• 42 questions• Measures colleague perceptions

of items that impact engagement• Serves as independent variable

Defining the “Engagement” Construct

The Initiative’s Engagement Index


Setting a High BarTo be considered "engaged" respondents must answer "Strongly Agree" to at least two of the four items listed above, and no less than "Agree" to any item.

How Engaged Are We……and what can we do to improve?


Engagement Profile

By Engagement Category, National Survey Solutions Database

CategoryBenchmark

Mean RangeDefinition

Engaged 5.5 - 6

• Go above and beyond to see the organization succeed, tying personal success directly to that of organization

• Highly loyal and emotionally committed to the organization

Content 4.5 - 5.5

• Solid contributors, satisfied with their jobs and the organization

• Lacking emotional commitment to organization

Ambivalent 3.5 - 4.5• Would leave if presented with a better offer• See job as paycheck more than anything else

Disengaged < 3.5• Least satisfied with their job and organization• Tend to be most vocal, actively detracting

from quality of workplace for peers


Dramatic Improvement Since Pulse

Employees Responding to Renewed Engagement Focus

Inova Health SystemEngagement Relative to Survey Solutions Benchmark

Engagement Mean4.98

38th Percentile

Median % engaged

Facility Breakdown Similar to Pulse


Largest Entities Showing Greatest Opportunity

N

1,229

860

694

256

2,126

1,043

1,470

159

4,376

RN Engagement Showing Similar Trend to System


Inova Health System RNs

RN Engagement Relative to Survey Solutions Nursing Benchmark

Significant Improvement in Early Tenure Groups

Biggest Challenges are Most Tenured Groups


Tenure Engagement Trend Comparison

% Engaged, 2013 Pulse-2014 Full Survey

3.3% -2.1% -2.8% -3.3% -9.4%

838 3,649 1,868 3,811 2,046

Gap to Median

N

Segmenting Survey Questions

Engagement Index versus Engagement Drivers


Engagement Index

• 4 questions• Measures attributes of an

engaged colleague• Serves as dependent variable

Engagement Drivers

• 42 questions• Measures colleague perceptions of

items that impact engagement• Serves as independent variable

Starting with 42 Engagement Drivers

COMMUNICATION AND INPUT

I am kept informed of the organization's future plans and directionMy ideas and suggestions are valued by my organizationMy manager communicates messages that my coworkers need to hear, even when the information is unpleasantMy manager is open and responsive to staff inputMy manager stands up for the interests of my unit/department

EMPLOYEE SUPPORT

I have a manageable workloadMy manager helps me balance my job and personal lifeMy organization does a good job of selecting and implementing new technologies to support my workMy organization helps me deal with stress and burnoutMy organization supplies me with the equipment I needMy unit/department has enough staff

FEEDBACK AND RECOGNITION

Executives at my organization respect the contributions of my unit/departmentI have helpful discussion with my manager about my careerI know what is required to perform well in my jobI receive regular feedback from my manager on my performanceMy organization recognized employees for excellent work

MANAGER EFFECTIVENESS

I have helpful discussions with my manager about my careerI receive regular feedback from my manager on my performanceMy manager communicates messages that my coworkers need to hear,

even when the information is unpleasantMy manager helps me balance my job and personal lifeMy manager helps me learn new skillsMy manager is open and responsive to staff inputMy manager stands up for the interests of my unit/department

I believe in my organization’s missionI understand how my daily work contributes to the organization’s missionMy organization gives back to the communityMy organization provides excellent care to patientsMy organization provides excellent customer service to patientsOver the past year I have never been asked to do something that

compromises my valuesThe actions of executives in my organization reflect our mission and values

PROFESSIONAL GROWTH

I have job securityMy organization pays me fairly for my jobMy organization supports employee safetyMy organization understands and respects differences among employeesThe benefits provided by my organization meet my needs

Abusive behavior is not tolerated at my organizationConflicts are resolved fairly in my unit/departmentI have good personal relationships with coworkers in my unit/departmentI receive the necessary support from employees in my unit/department to help me succeed in my workI receive the necessary support from employees in other units/departments to help me succeed in my workMy coworkers do a good job

MISSION AND VALUES

I a m interested in promotion opportunities in my unit/departmentI have the right amount of independence in my workI receive effective on the job trainingMy current job is a good match for my skillsMy manager helps me explore other jobs within my organizationMy manager helps me learn new skillsMy most recent performance review helped me to improveTraining and development opportunities within my organization have

helped me to improve

BASELINE SATISFIERS

TEAMWORK

What is Inova Doing Well?


Manager Effectiveness and Support a Consistent Strength

Top Strengths Category %A/SAGap to

BMStat Sig

Top Impact

Conflicts are resolved fairly in my unit/department Teamwork 65.8% 7.8%

My manager communicates messages that my coworkers need to hear, even when the information is unpleasant

Communication and Input, Manager Effectiveness

74.6% 7.9%

My manager is open and responsive to staff input


73.5% 6.4%

I have helpful discussions with my manager about my career

Feedback and Recognition, Manager Effectiveness

60.4% 6.7%

My manager stands up for the interests of my unit/department


72.6% 5.7%

Strong Perception of Manager Effectiveness


Manager Effectiveness AnalysisPerformance Relative to Survey Solutions Benchmark

Employees Trust in Their Direct Manager

Strong Performance on Many Engagement Drivers


Driver Category Performance% Agree/Strongly Agree Relative to Survey Solutions Benchmark

Top Opportunities Baseline Satisfiers, Employee Support, and Mission

What Could Inova be Doing Better?


Driver Opportunities Aligning with Comments from Pulse

Top Improvement Opportunities

Category %A/SAGap to

BMStat Sig

Top Impact

My organization pays me fairly for my job

Baseline Satisfiers

42.1% -8.2%

My unit/department has enough staff

Employee Support

40.1% -1.5%

The actions of executives in my organization reflect our mission and values

Mission and Values

62.3% -1.4%

I believe in my organization's mission

Mission and Values

83.3% -2.1%

In addition to these drivers, RNs and Patient Care Support roles seeing interest in promotion, manageable workload and managing stress as top opportunities

In addition to these drivers, managers and directors showing performance reviews and stress and burnout as a consistent opportunity

Recommended Follow-Through Areas

Source: ABSS Analysis.

1

2

3

Conduct focus group with trusted managers/directors to understand root cause of lower engagement

Continue RN efforts around staffing, focusing in particular on Fairfax and Alexandria

4

5

Supplement system-wide plan with localized efforts to address wide variation among entity-level opportunities

Leaders share department level results and conduct action planning meeting.

Action plans developed and stored on the Advisory Board’s reporting site by September 29, 2014.

2014 employee engagement survey results ili 33 – sept 11 & 12, 2014

Documents

engagement category

engagement profile

engagement drivers source

system source

pulse source

independent variable

engaged colleague

median n slide