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?