Taking action: Improvements made following 2018 Employee Engagement Survey

December 11, 2018  //  FOUND IN: Strategy & Leadership,

Earlier this year, Michigan Medicine employees had the opportunity to make their voices heard in vital ways that improve the way the organization carries out its mission of advancing health to serve Michigan and the world.

In the months following the 2018 Employee Engagement Survey, changes to processes were made and new initiatives were launched designed to make Michigan Medicine a better place to both work and heal.

“Our employees made it very clear which areas the organization needed to improve upon to become the best possible workplace it can be,” said Phillip Lipka, employee engagement program manager. “We took that feedback to heart and have made improvements that our employees likely have already seen or will see in the months and years ahead.”

Here’s a quick glance at some of the changes across the organization.

Improving communication and employee input

The survey results showed that employees collectively felt as though the organization could be more effective by improving communication and actively seeking input from team members.

Since then, Michigan Medicine Headlines launched a new employee podcast — The Wrap — that allows faculty and staff to stay informed in different and effective ways.

“We know that a large percentage of our employees spend limited or no time at a computer,” said Daniel Ellman, communication specialist and host of The Wrap. “Others may have a visual impairment that makes it difficult to read Headlines. With The Wrap, all you need is a mobile device and less than 10 minutes, and you will be able to stay on top of a lot of important information.”

If you haven’t checked it out yet, click here to listen to all the past episodes of The Wrap. And subscribe on iTunes, Stitcher or any podcast hosting site by searching for “The Wrap by Michigan Medicine Headlines.”

The Department of Communication also debuted the Michigan Medicine News Break, a daily report for Amazon Alexa-enabled devices that makes it easy to learn about advancements and research being performed within the organization.

When it comes to seeking input from employees, the organization expanded those efforts as well.

After Michigan Medicine adopted its new mission statement in early September, it garnered feedback from employees on which core values to adopt to help carry out that mission.

Since then, there have been town hall meetings held across the medical campus, and there was a recent survey in which employees could weigh in on proposed values.

“We wanted to make it as easy as possible for our faculty and staff to provide input on decisions that affect the entire organization,” said Sonya Jacobs, chief organizational learning officer for U-M and director of faculty and leadership development for the U-M Medical School. “That’s the purpose of the town halls and survey — and it’s an approach we plan to continue implementing in the future.”

Helping employees take the next step

Another area targeted for improvement was professional growth and development.

“Our employees have clearly stated that they want opportunities to develop in areas that they are passionate about,” said Brian Cole, associate director of learning and development. “It is the people who make up Michigan Medicine that make this organization great, and we need to support them if we are to carry out our mission properly.”

To that end, exciting changes are to come regarding professional growth opportunities.

For instance, there will be a revamping of the annual evaluation process, making it much more positive and forward-looking. Additionally, Organizational Learning will be unveiling a new “Development Journey” for faculty and staff, focused on professional development.

Stay tuned to Headlines for more information regarding those changes in the months ahead!

“In the end, all of our changes are designed to improve the work experience here at Michigan Medicine,” Lipka said. “The next employee engagement survey will be offered from April 1-12, 2019, and we hope our employees will again use their voice to keep helping the organization become better.”

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