2019 Employee Engagement Survey results: What you need to know

June 24, 2019  //  FOUND IN: Strategy & Leadership,

In April, employees across Michigan Medicine made their voices heard as part of the 2019 Employee Engagement Survey.

Now, the results are in!

Through the survey, staff members provided important feedback regarding communication and input, professional growth, teamwork, employee support and much more.

To better understand the results — and how the organization plans to act on them — here’s what you need to know:

Setting records

A record number of employees took the survey!

In fact, the organization received 18,174 completed surveys, which accounts for 70.7 percent of the eligible workforce. That is the highest known participation rate since the engagement survey began.

“When we hear as many voices as possible, we get the most accurate results,” said Megan Blair, senior clinical information analyst in the Quality Department. “Because of everyone’s willingness to participate, we know that the action plans that will be implemented will go a long way toward improving the culture across Michigan Medicine.”

Areas of strength

The organization once again came out strong in a number of areas.

For instance, employees rated the benefits they receive, job security, pay rate and other fundamentals (such as never being asked to do something that compromises their values) as above the industry average.

The average — or benchmark — is calculated by Survey Solutions, a subsidiary of Press Ganey, which carried out the survey.

Here’s a closer look at the organization’s strengths:

Opportunities to improve

Overall, Michigan Medicine’s Engagement Index score went down from last year. The score is determined by the responses to four specific survey items: This organization inspires me to perform my best; I am willing to put in a great deal of effort in order to help the organization succeed; I would recommend this organization to my friends as a great place to work; I am likely to be working for this organization three years from now.

Michigan Medicine’s engagement index was 5.08 on a six-point scale, which puts the organization below the national average. In comparison, Michigan Medicine was slightly above the national average in 2018 with a score of 5.12.

That means the organization will be looking closely at the areas where improvements can be made and changes will be implemented to ensure staff members are more engaged in their work and satisfied with their employment experience.

Areas of focus

Through the survey, employees identified a number of key areas where the organization has opportunities to improve.

For instance, Michigan Medicine fell under the industry average in the following three areas, which indicates that leadership teams can be more effective and strategic in their work:

“It is clear that we all have work to do,” said Phillip Lipka, Human Resources employee engagement program manager. “But the organization is committed to taking these results, learning from them and using them as a chance to get better and improve the work culture for all of our employees.”

How issues will be addressed

With the results of the survey now in, steps will be taken to help the organization improve.

First, the Michigan Medicine Leadership Team will be tasked with action planning to address the gaps in the aforementioned leadership categories.

“Our executive team knows that there is work to do to keep our employees in the loop, and they will discuss and implement ways in which their work can be enhanced,” Lipka said.

Additionally, teams across the organization will be asked to choose two of the following six survey categories to work to improve upon over the next year:

  • Communication and input
  • Professional growth
  • Teamwork
  • Employee support
  • Feedback and recognition
  • Mission and values

On top of that, nursing will focus on areas that closely align with those used in decisions regarding Magnet re-designation.

“Each area of Michigan Medicine is different in the work they do and the culture they have,” Lipka said. “That’s why managers and supervisors will be able to pick the two subjects that most apply to their units and work to improve upon them in the year ahead.”

Finally, the employee engagement team — in conjunction with the Office of Counseling and Workplace Resilience — will tackle another major issue raised during the survey: burnout.

“Employee burnout is a very real issue here at Michigan Medicine — and across the health care industry,” said Lipka, who pointed out that the responses to survey questions addressing burnout were more concerning than a year ago. “Our staff members have made it abundantly clear that they’d like more resources to help them manage burnout, and we are committed to making that happen.”

Stay tuned to Headlines as more information about action planning is rolled out. And be sure to talk to your manager or supervisor to discuss your specific results and what is going well in your area of the organization!

The engagement survey included staff members only. The next faculty/physician survey will be offered in 2020.

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