2019 Employee Survey Results

Dear fellow King County employee,

Dow headshot large

King County Executive Dow Constantine

Last month in my 2019 State of the County address, I spoke about my “True North,” the simple statement that sums up our work: Making King County a welcoming community where every person can thrive.

The True North is our aspiration for both the people we serve and the people who serve them. Every employee needs to feel welcome here, and have the support and opportunities to grow and thrive in their King County career.

Our annual Employee Engagement Survey, part of my Investing in YOU strategy, is one tool that we use to gauge how well we are doing in helping you be your best at work and do your best work, and I thank you for taking the time to share your feedback this year.

Overall, we had a 70% response rate, up 11 points from our first annual survey in 2015 and our highest participation rate ever. Employee engagement continued its steady increase, with our engagement index climbing two points from 2017 – a significant jump for an organization our size – and up a total of eight points since we began the annual survey in 2015.

Opportunities for career advancement and skills development remain key drivers to engagement, and we saw a further five-point gain in employees feeling that they can advance in their County careers. Yet we need to do a better job of providing opportunities to develop your skills, with this response dropping three points, and belief that “My supervisor supports me in achieving my professional development goals” falling 11 points.

I am particularly proud that the question “I would recommend King County as a great place to work” – which is up two points this year to 79 percent – is now 11 points higher than the government benchmark, and four points above the all industries benchmark. We will continue our Investing in YOU work to ensure that King County not only does great work, but is also a great place to work.

This is the first year we asked about stress and created a well-being index which will allow us to track employees’ sense of well-being. That score is 65 percent which is decent, but I’d like to see it higher. We’ll use this data about stress and work-life balance on strategies to improve well-being and help you thrive.

I encourage you to take some time to review the results, which you can find here (Sharepoint), and work with your teams to address the issues that matter to you and your colleagues.

Thank you for providing your honest feedback. Your responses will help us build a welcoming workplace culture where you can learn, thrive, and do your best work, and ensure that we are continuing to recruit, retain, and develop the best talent to serve the people and employees of King County.




Dow Constantine
King County Executive