Results: 2023 Vital Voices Faculty and Staff Engagement Survey
Approximately a 4-minute read.
- More than 17,000 staff and 1,800 faculty participated in the 2023 Vital Voices engagement survey.
- On May 15, full results were made available to managers, supervisors and others who will soon share local level data with their areas.
- As Chief Human Resources Officer Deloris Hunt said: “It’s through rich discussions that ideas are generated, and those ideas have the potential to enhance the employee experience for everyone across the organization.”
As part of the leadership Town Hall on Friday, May 19, employees across Michigan Medicine received an overview of the results of the 2023 Vital Voices Faculty and Staff Engagement Survey.
We want to thank all who participated in this year’s survey for sharing their perspectives and helping us build a stronger Michigan Medicine. We had more than 17,000 staff and 1,800 faculty take time out of their busy days to provide us with their feedback.
“We are seeing some real improvements in how our staff describe their work environment,” said Marschall Runge, M.D., Ph.D., chief executive officer for Michigan Medicine. Our staff results show statistically significant improvement over last year. For instance, when compared to other academic medical centers (AMCs), the organization moved from the 39th percentile in 2022 to the 63rd percentile in 2023. Our hope is that the next survey will reflect additional improvement related to ongoing work. Thanks to everyone who is part of these ongoing efforts.
The organization’s faculty engagement remained basically the same. While we moved up slightly in comparison to other AMCs, we recognize that much work remains to be done in addressing faculty concerns.
Fortunately, a number of efforts begun over the past year are beginning to bear fruit. We are optimistic that ongoing improvement work across the institution will make a positive, marked difference in the lives of our employees.
On May 15, full results were made available to managers, supervisors, CDAs, chairs and other administrators through the Press Ganey portal. The next step is for each department/area to share their results with all employees at every level through upcoming team meetings.
Below are some key results for the whole organization, which will show comparisons with last year’s data as well as some national benchmarks.
Overview of results – staff
Overview of results – faculty
Strengths and opportunities – staff
Strengths and Opportunities – Faculty
Now that they have received access to the Press Ganey portal, leaders are reviewing their department level results and will be sharing them with their teams soon. An important first step in creating positive change is to have conversations to better understand what is working well in addition to areas of concern within the departments.
Planning to implement steps that will address opportunities for improvement will begin after teams have met to discuss their survey results, and will continue at all levels in the coming months.
“The improvement planning process presents a great opportunity for dialogue among teams,” said Deloris Hunt, M.S.A., Michigan Medicine’s chief human resources officer. “It’s through these rich discussions that ideas are generated, and those ideas have the potential to enhance the employee experience for everyone across the organization.”
A timeline of next steps is below:
Stay tuned to Headlines as more information about improvement planning is rolled out, and be sure to talk to your leaders regarding your specific results and what is going well in your area of the organization!
Questions about Press Ganey portal access or other engagement related topics can be sent to firstname.lastname@example.org.
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