Enhancements to Employee Engagement Survey

No survey in fall of 2018. Next Survey will be spring of 2019.

Annual administration of the Employee Engagement Survey is moving from fall to spring. This and other improvements are being made in response to your feedback.

Employee Engagement Manager Brooke Bascom and Senior Performance Strategy Analyst Vince Vu are the team hard at work enhancing the survey and improving efforts to respond to the data.

“We’re constantly seeking feedback about efforts to improve engagement,” said Bascom, who pointed to some consistent themes:

  • The survey is too long.
  • Spring would be a better time for the survey.
  • Curiosity about what effects engagement is having on our workplace and outcomes for our organization.

“Based on the feedback, we’re going to make several improvements to the survey,” said Bascom. “We’re moving annual administration of the survey to spring starting in 2019, we’re going to make it shorter and we’re going to share more robust analytics.

AnnualEmployeeEngagementSurveyEnhancementsCapture“We’re also going to try to improve the experience of taking the survey by updating the look and feel and looking at more ways to take it – like on your phone or at a worksite kiosk. We want it to be fun!”

Another enhancement will be the ability to administer shorter, “pulse” surveys throughout the year in order to check in more frequently about how things are going and probe on specific aspects of engagement.

“It’s important that we keep looking at best practices in employee engagement across the industry,” said Vu. “Pulse surveys are something organizations are using to continue the conversation about engagement throughout the year.”

Undoubtedly the biggest challenge in responding to feedback will be trimming the survey. “We will prioritize questions that have a strong relationship to engagement and also those that are used by groups to track progress on engagement through action planning,” said Vu. “Thanks to the information people put into the action plan tracker, we should have a pretty good idea of which questions we need to keep so people can see their progress over time.”

Feedback also pointed to many things that are working, and these will stay the same: the ability to track data trends over time, reports that help you figure out where to focus efforts strategically and the ability to look at data through an ESJ lens.

While preparations are being made for a spring 2019 survey, workgroups remain focused on acting on 2017 results. In the past year workteams, divisions and departments have created 285 action plans to address issues like career advancement, work life balance and how people work together as teams.