Who is Sinking Your Boat?

Employee Engagement Survey Education Session #3

Follow-Up and PreparationMarch/April, 2014

IV. Follow Up to monitor, revise, and ensure Impact Plan executiona) In existing team meetings (no more frequently than monthly), spend no

more than 10 minutes discussing IMPACT PLAN progressb) 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 modificationsf) Repeat!

Discuss Select Plan Follow Up

You are here!

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 ExampleQ09 – committed to quality

Team developed & committed to a “Code of Quality” – insist on the best

Gathered & shared quality standards from industry association

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

Be Specific!

Follow up = Accountability

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

2013 survey results were shared

Discovery meetings held and impact plans developed

Making progress

Handout: Preparing for the Engagement Survey

“Communicate the WHY. I don’t say that I won’t do something because the policy or someone told me so…. I explain why I do something because it is the right thing to do and in the best interest of the patient.”

“I am committed to making it easy for people to do the right thing, and difficult to do the wrong thing.”

“I will not drive engagement down by calling everyone together in a huddle… instead I deal with the individual.”

“Nobody really cares about how much you/we know until they know how much you/we care.”

“I don’t think about how I will impact employee engagement. I don’t manage to it… It’s a result of the way I lead and manage.”

“I am an extreme introvert. My job requires me to be an extrovert. I don’t have to be unpleasant about it.”

“If you ask me how I am doing I will reply “Great” I don’t project how I may be feeling. I keep messaging engagement.”

“It is not my job to make people happy. That is their job. My job is to create an environment where they will be successful, make a difference, and contribute to the rest of the team.”

Each leader must first be engaged, before they can be engaging

Are you having the right conversation

AND Are you listening?

Preparing for the Annual Survey

The Q12®

(for all Health System employees)

1. I know what is expected of me at work2. I have the materials and equipment I need to do my work right3. At work, I have the opportunity to do what I do best every day4. In the last seven days, I have received recognition or praise for doing good

work5. My supervisor, or someone at work, seems to care about me as person6. There is someone at work who encourages my development7. At work, my opinions seem to count8. The mission or purpose of my organization makes me feel my job is important9. My associates or fellow employees are committed to doing quality work10. I have a best friend at work11. In the last six months, someone at work has talked to me about my progress12. This last year, I have had opportunities at work to learn and grow

Additional items in 2014

CATEGORY QUESTIONEffective 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

Accountability • 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

Overall Satisfaction • How satisfied are you with the University of Virginia Health System as a place to work?

Open Ended Question • What one change or improvement would have the most positive impact on your work environment?

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 surveyMay 14 Pre-survey email to all employeesMay 21 - June 4 SURVEY!

July Results delivered to UVA

August/September Results education with management team

A Pep Talk from Kid President

Questions?