1. Engagement Survey What matters most to you
Engagement Survey What matters most to you? May 8th – 30th , “We need to change the conversation from ‘What’s the matter?’ to ‘What matters to you?’” -Maureen Bisoganano
We are excited again this year to be conducting our all team member engagement survey in May. Let’s listen to a brief video from Liz Dunlap, our Senior Vice President, Human Resources for the System about this years survey.
[Note – the video link will only work when in presentation slide mode]
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2. Message from Liz Dunlap Senior Vice President and Chief Human Resources Officer
Click image to play video
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3. Why Engagement is Important to IU Health
Engaged Team Members are…
Willing to go “above and beyond,” exerting additional effort
Energetic and enthusiastic
Loyal to the organization – more likely to stay
Proud of the organization and willing to recommend as a place to work and to receive care
More satisfied employees overall
Engaged Team Members make IU Health the employer of choice – creating an environment where individuals want to work and where team members want to stay
IUH is very interested in hearing your feedback about how we are doing on improving workplace engagement. Not only do engaged employees go above and beyond to provide the best outcomes possible – but they also create a more positive work environment that all of our team members benefit from. They are proud of where they work and recommend IUH to others as a great place to work and receive care
(Statement for Nursing)
Our goal is to make IU Health the employer of choice – meaning that elite nurses who are choosing an new employer will select IU Health as their number one place to work
(General statement)
Our goal is to make IU Health the employer of choice – meaning that individuals who are choosing a new employer will choose IU Health as a place they desire to work
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4. Why should you take the survey?
The survey is one of the most important ways IU Health solicits feedback from team members
As a team member you have a role to play in creating an engaging work environment – this is your way to have an impact
Your feedback will help enhance the patient experience
Your feedback is very important - as your opinions matter to us.
We want to know how you feel about working for IUH and how we can improve the workplace experience
Every leader in the organization will receive collective feedback on how their teams rated each question in the survey and will work with their team members to create action plans for improvement.
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5. Did you know? Higher workforce engagement leads to…
Better patient experience
Improved productivity
Increased cultural commitment
Better quality and outcomes
Stronger financial performance
Positive image in the community
Top Decile
Bottom Decile
+ 62 percent
Studies have shown that increased levels of engagement lead to significantly higher levels of patient satisfaction, in addition to higher productivity, better quality and outcomes and brand reputation.
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6. Cycle of Engagement Activity
1. Survey open May , 2017
2. Results to leaders in late July / early August
3. Groups at all levels begin meeting to discuss results in late August
4. Groups interpret results and prioritize areas for improvement, planning begins in August
5. Action plans are implemented at the System and local level
6. Impact of implemented action plans assessed - teams may try something new, or plan for the next survey
The engagement survey will open on May 8th and continue for three weeks until May 30th. Our goal is to have 100% participation – we want to hear from every team member.
We are going to receive the results earlier this year – within about 45 days after the survey closes. The results will be cascaded down the organization in late July and early August, at which time leaders will present results to their teams and action planning will begin.
Action planning will also occur at the System level, making improvements to drive engagement for all team members.
Action planning is not a one-time event, and can occur throughout the year. Action plans can be modified or changed if they are found not to be effective. Teams may decide to change their area of focus as the year progresses and create new action plans.
The engagement survey and action planning process should not be viewed as an action item to be ‘checked off the list’ but rather an ongoing process that adapts to the needs of our team members and the organization.
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7. Survey Opens: May 8th – 30th
You will receive an from Press Ganey with a link to the survey
The invite will contain a password known to you
Last 4 Social Security Number and DOB mm/dd/yy
Invitation will also contain the name of your manager to consider when taking the survey.
Survey link works on any computer or mobile device with Internet access - Mobile-friendly
Average completion time is 15 minutes
When team member submits their online survey it goes directly to Press Ganey
You will receive an invitation from Press Ganey, our survey administrator, with a link to complete the survey. This year you will enter a password, comprised of the last 4 digits of your social security number and your date of birth. It is important to note that Press Ganey stores customer data in a specific location (no in the cloud) and uses Transport Layer Security encryption for all transmitted data and its servers are protected by high-end firewall systems.
You can also answer this year’s survey on your mobile device. Be sure that you ask your team members to complete the survey, which should take about 15 minutes, during work time.
As a leader we are asking that you create the space for all of your team members to take the survey – it is important to allow everyone to voice their opinions, as everyone’s opinion counts.
When completed, the survey results go directly to Press Ganey so they can report them back to IUH confidentially.
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8. Looking at the Future
We will be looking at new ways to capture your feedback – and on a more frequent cadence
We are looking at ways to get your feedback to you on a more timely basis
We are looking for ways to make improvements at the System level - previous years’ feedback has led to increased:
staffing where needed
trust between leaders and team members
access to and visibility of Senior leaders
We are continuing to look at enhancements to the engagement survey process. Future improvements include providing much shorter surveys on a more frequent basis in order to keep abreast of how our team members are feeling during the year - not just at one point in time.
We will also be looking at this year’s survey results from a System perspective to understand how we can improve engagement for all team members.
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9. Frequently Asked Questions
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10. How is the engagement survey different from the Total Value of Employment survey?
The Total Value of Employment (TVE) survey conducted in April focused exclusively on pay and benefits
The TVE survey was offered so we could understand what was important to you, and as we make trade-off decisions or investment decisions, we can now do so from an informed point of view
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11. How do I access the engagement survey?
You will receive an with a survey link from Press Ganey, the survey vendor, on Monday, May 8
The link also will be available via Pulse
The survey will close on Tuesday, May 30
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12. How long is the survey?
With the new log-on procedures we were able to delete most of the identifying or demographic questions – shortening the survey length
The survey takes 15 minutes or less to complete
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13. I’m a supplemental team member - Should I take the survey?
Yes, all full-time, part-time and supplemental team members in all types of roles—clinical, administrative, service—are encouraged to participate
All team members are encouraged to take advantage of this opportunity to tell IU Health what matters most to you
Supplemental providers will not receive an invitation to the engagement survey.
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14. Why do I need to provide my birth date and SSN to take the survey?
Ensures you are aligned to the correct leader and work unit
Ensures the most accurate feedback possible
Eliminates the need to complete most demographic questions
In past years, a significant number of team members selected the wrong work unit when beginning the survey, so their supervisor didn’t receive accurate feedback from the survey.
To ensure the most accurate feedback possible, many demographic questions were eliminated.
Instead, the survey asks for your birth date and the last four digits of your Social Security number—this approach has become standard survey practice and aligns your responses with the correct work unit.
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15. I recently changed managers
I recently changed managers. Do I answer these questions with my current or past manager in mind?
The survey is seeking your feedback based on the manager you reported to on March 13 and earlier
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16. I am a new team member will I receive an invitation to complete the survey?
Team members starting after March 13, will not receive an invitation to the 2017 survey
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17. How do I know my responses are confidential?
All survey responses go directly to Press Ganey, the survey administrator
Your individual responses will never be identified or revealed; no one within IU Health will ever see your individually completed survey
Survey results are reported in groups of three or more to protect confidentiality and provide meaningful results
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18. Last year responses were reported in groups of 5 or more - why is the minimum number less this year?
There are many small work units that have fewer than five team members and we wanted those leaders to receive feedback too
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19. There’s only 1 person in my “work area”, and that’s me
There’s only 1 person in my “work area”, and that’s me! How is this going to be kept confidential?
Press Ganey posts results only when at least three team members within a work unit have responded – to maintain confidentiality
For fewer than three responses, results will populate with next reporting level up.
Demographic information is compiled and shared at the overall or facility level (not at the work unit level).
If you still feel uncertain, simply choose not to answer that particular demographic item.
To maintain confidentiality when answering the open ended questions do not use words that may be used to identify you, such as your name or detailed examples that only you would know about
Managers will be instructed to not try to guess who said what
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20. When you ask about “Senior Leaders” who do you mean?
“Senior Leaders” refers to the Executive Leadership team at your organization, so it depends on which organization you are in. For example:
If your “organization” is System Business Services, your “Senior Leaders” are the Executive Vice Presidents (e.g. Ryan Kitchell EVP and Chief Admin Officer) or the Senior Vice Presidents (e.g. Liz Dunlap)
If your “organization” is a Business Unit or Region, your “Senior Leaders” is the President, and could include roles such as the Chief Operating Officer, the Chief Nursing Officer, the Chief Financial Officer, the Chief Medical Officer, the VP of HR, etc.
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21. What happens to the survey results?
Press Ganey will report the results by combining the responses of the entire organization and of each individual work unit
Once results are shared with managers, they will take action to address issues
Our leaders take your input seriously!
They’ll share the team’s results with you
They’ll work with you to identify action plans with the intention of making positive changes in your area
Our leaders at the System level also look at the survey results to ensure that they are getting involved and making improvements across the organization that positively impact our team members engagement
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22. Why should I believe the results?
Press Ganey analyzes the surveys and creates the reports prior to giving anyone in the organization any information
No one from the organization EVER has the opportunity to add/delete/change the survey data
Press Ganey has a very robust healthcare database and will benchmark IUH results against our industry’s comparative data
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23. Survey Key Terms
Customer: depending upon your role in the organization they could include patients, families, visitors, physicians, vendors, residents, community, volunteers, and internal customers like fellow team member Team members: consider the people who work for the entity where you primarily work Organization: consider the individual entity/business unit where you are employed, which may be different than the location where you work Senior leaders: consider the CEO, president and vice presidents of the entity/business unit your department falls under (for example, if your department/cost center rolls under IUH Arnett, Bloomington, or System Clinical Services, you would answer the "Sr. Leader" questions about the executive or senior team of that entity) The person I report to: consider the person you report to directly; the person who conducts your performance evaluation Work Unit/Department: consider the group of team members you work with on a regular basis in your department/cost center, usually reporting to one manager
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24. Additional Assistance
For survey support, please contact the Client Support Desk at
A representative will respond to your within 24 to 48 hours
Client Support Desk hours of operation:
Monday – Friday 8am – 8pm EST
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