Engagement 2013 Overview
The U.Va. School of Medicine and Health System are committed to building a dynamic, supportive, and productive workplace. We have partnered with Gallup to help us gather valuable feedback from you and help us achieve meaningful change. The employee engagement initiative is a great opportunity for you to share information that can directly and positively impact your work, your team, our School, and our Health System.
Thank you to all those who let their voices be heard by participating in the 2013 Employee Engagement Survey! We had a robust response rate of 69 percent. As we move forward, we have tremendous opportunities to work together to strengthen our workplace and advance our clinical, education, and research goals.
What is employee engagement?
Engaged employees are not the same as satisfied employees. Engaged employees are psychologically and emotionally committed to their work, their colleagues, and organizational goals. Engagement reflects the level of investment and commitment faculty and staff feel in the success of their teams, departments, the School, and the Health System.
Why does employee engagement matter?
The financial and political pressures on academic medical centers have never been more intense. Employee engagement can help us navigate these pressures and the ongoing transformations in patient care, research, education, and public expectations. Engaged teams are better able to consider these challenges, make tough decisions about how best to move forward, and collaborate to advance our clinical, research, and education missions. Engaged employees and teams have a shared responsibility to address organizational challenges and understand that “we’re all in this together.”
It has been shown that engaged individuals and workgroups are more productive, are more likely to stay with an organization, and are emotionally connected to the mission and success of an organization. Meta-analysis has found that top-quartile engagement work units have substantially better business outcomes than their bottom-quartile counterparts. This is seen in lower absenteeism and turnover, and higher safety, quality, productivity, profitability, and customer satisfaction.
The survey and its results are completely confidential. Individual responses will not be shared with supervisors or any other leader or employee within the UVA Health System. To ensure anonymity, results will not be reported for groups with fewer than five respondents.
What happens after the survey?
Results from the survey will be communicated to chairs and supervisors in September 2013 who will report back to departments and teams and encourage the next stage of the ongoing dialogue and action to ensure that the UVA Health System is a vital, supportive, and productive place to work. The most important work we will engage in is the workgroup conversations after the survey—faculty and staff input will be the basis for the actions work units pursue together to address areas that need attention and advance organizational goals.
It is important to note that the survey itself does not solve individual engagement issues. It is a tool, the beginning of a process that will assist us in focusing upon workgroup-based challenges, helping to create action planning at the workgroup and department levels, and providing us with recommendations for change at the School and Health System levels.