1. Region Leader name Title Institution
What Creates an Engaged Higher Education Workforce?
Session description:
What Creates an Engaged Higher Ed Workforce?
We typically think that higher education employees (faculty and staff) are more engaged than employees in the private sector, but is this true? During this very interactive session, participants will review higher ed employee engagement data from the Gallup organization and discuss the key drivers that help faculty and staff be more engaged. Participants will also identify ways that campuses can focus on these key drivers to not only impact employee engagement, but the engagement and well-being of our students.
[This presentation should take approximately 60 minutes, but you will need to manage the small group discussion times. You can also change the small group discussion and report outs to large group discussions to save time.]
[NOTE—there is a very brief CUPA-HR update slide at the end of the presentation. Please don’t forget to include these important CUPA-HR update comments at the end of the presentation. ]
OPENING COMMENTS: On behalf of our national office staff, our national board of directors, and your region board, I am pleased to be here with you today. I currently serve as the [insert CUPA-HR leadership role].
Working in higher education can be very rewarding. As we also know, there are some faculty and staff who are very engaged in their work and energized by the opportunities. As we also know, there are some faculty and staff who are less than engaged in their work.
Region Leader name Title Institution

2. Why Would Anyone Want to Do Our Job?
Before we focus on the rest of higher ed, let’s focus on ourselves. In the spring issue of the CUPA-HR magazine, The Higher Education Workplace, Andy Brantley wrote a column focused on why would anyone would want to be a higher ed HR professional. [The article is available to print to share in advance or to share electronically with other conference handouts.]
In the column, Andy reflects on a conversation with his (then) young sons about his work in HR after a particularly challenging day. After sharing a list of that day’s challenges, one of his sons asked, “Why in the world would anyone want to do your job?” If you’ve not already done so, I hope you will take time to read Andy’s own personal reflection following this exchange.
As we know, higher ed HR jobs are challenging, but they can also be extremely rewarding. Before we begin our discussion focused on employee engagement, please take just a few minutes in small groups to discuss why you are in higher ed HR and the ways that you feel engaged and challenged by your work.

3. Why are you in HR? How are you engaged in and challenged by your work?
Small group discussion (3-4 people per group)
10 minutes—give everyone the opportunity to contribute to the discussion!
Some brief report outs—not everyone will be able to share
[At five minutes into the discussion, please alert the group that they are at the half way point of the group discussion. At the end of the 10 minutes, give a few people the opportunity to share, but carefully manage your time. Report outs should last no more than 5 minutes. At the conclusion of the report outs, please close with the following comments to transition to the engagement materials.]
We are fortunate that we have the opportunity to lead human resources. As we know, our work can have a tremendous impact for the campus and for the individual employees we support every day. [insert anything else here regarding your own experiences and how you are energized by your work as an HR leader]
It’s so important for us to celebrate our great work and the impact that we make every single day. The things we just described have, at their core, a level of engagement or connection to not just our work, but to the college or university that we support and a level of engagement or connection to those we work with every day.

4. Drivers of Well-Being in the Gallup-Strada Student Survey
At <my school>, I have the opportunity to do what I do best every day.
I feel safe at <my school>.
Students at <my school> look out for one another.
I am extremely active in extracurricular activities and organizations.
My professors at <my school> make me feel my coursework is important.
I have a mentor at <my school> who encourages me to pursue my goals and dreams.
If I raised an issue about discrimination on campus, I am confident <my school> would do what is right.
I have a best friend at <my school>.
While attending <my school>, I have had an internship or job that allowed me to apply what I am learning in the classroom.
Copyright © 2017 Gallup, Inc. All rights reserved.
At the July 2018 Association Leadership Program, we had the opportunity to spend time with Brandon Busteed, Executive Director, Education and Workforce Development from Gallup. Brandon shared some great, insightful information regarding the engagement of higher education employees. Since our work is ultimately to create an engaging learning environment for our students, let’s first look at the results of the 2017 Gallup-Strada Student Survey examining the drivers of student well-being.
[Quickly read through the 9 drivers]
Note that 2, 3 and 7 relate to safety.
Also note that relationships are critically important—5 (professors), 6, (mentor) and 8 (best friend)
As we are focusing on the engagement of our faculty and staff, it’s critically important that we are creating these outcomes for our students. The bottom line is that the more engaged our faculty and staff are, the better the outcomes are for our students.

5. Workforce Engagement in the U.S.
ENGAGED EMPLOYEES are highly involved in and enthusiastic about their work and workplace. They are psychological “owners,” drive performance and innovation, and move the organization forward.
NOT ENGAGED EMPLOYEES
are psychologically unattached to their work and company. Because their engagement needs are not being fully met, they’re putting time — but not energy or passion — into their work.
ACTIVELY DISENGAGED EMPLOYEES
aren’t just unhappy at work — they are resentful that their needs aren’t being met and are acting out their unhappiness. Every day, these workers potentially undermine what their engaged coworkers accomplish.
Most of us have seen this Gallup data, but let’s apply these to our institutions. According to the 2017 Gallup State of the American Workplace report, 33% of employees are engaged in their work with 51% not engaged (they are just going through the motions) and 16% actively disengaged (they don’t like their jobs and intentionally try to make everyone else miserable).
As you think about the employees at your college or university, would you say that this pretty closely represents your workforce?
Would this be different for your faculty and staff?
Would it differ for different parts of the institution?
We generally think of higher education as a great place to work and that the work environments of our institutions, in general, create a much more engaged workforce than workforces in the private sector. But is this true?
33% of U.S. employees are engaged.
51% of U.S. employees are NOT engaged.
16% of U.S. employees are ACTIVELY DISengaged.
Copyright © 2017 Gallup, Inc. All rights reserved.

6. Higher Ed Scores Low Across Q12® Measures of Employee Engagement
Bottom Quartile
Second Quartile
Item
Mean
Percentile
GRAND MEAN SCORE
3.72 26
Q12. This last year, I have had opportunities at work to learn and grow. 25
Q11. In the last six months, someone at work has talked to me about my progress.
3.44 22
Q10. I have a best friend at work.
2.99 14
Q09. My associates or fellow employees are committed to doing quality work.
3.97 34
Q08. The mission or purpose of my organization makes me feel my job is important.
3.87 31
Q07. At work, my opinions seem to count.
3.55 29
Q06. There is someone at work who encourages my development.
3.60 27
Q05. My supervisor, or someone at work, seems to care about me as a person.
3.98 32
Q04. In the last seven days, I have received recognition or praise for doing good work.
3.13 21
Q03. At work, I have the opportunity to do what I do best every day.
3.92 36
Q02. I have the materials and equipment I need to do my work right.
3.93 35
Q01. I know what is expected of me at work.
4.31
The Gallup 2017 Workgroup level database includes data from the past 5 years ( ). It includes 12 million respondents from 906 clients in 1.6 million workgroups. Here is the Gallup data for higher ed employees.
The chart is color coded to help us see the gravity of the situation in higher ed. The scores in blue are in the LOWEST quartile. Note what these are:
In the last six months, someone at work has talked to me about my progress.
I have a best friend at work.
In the last seven days, I have received recognition or praise for doing good work.
Lots of people, particularly some of us in HR, will argue that we don’t have to have friends at work or that we shouldn’t have friends at work. The bottom line is this is flawed thinking! We’ll talk more about this later.
Note that all others are in the SECOND quartile with NONE in the third of fourth quartile.
Copyright © , 2017 Gallup, Inc. All rights reserved.

7. Employee Engagement in Higher Ed Drops Off With Length of Service
Workgroup Percentile Performance
And higher ed employee engagement drops off with length of service. Again, do you think this reflects the engagement of your faculty and staff? We don’t often think of employee engagement diminishing with years of service, but as indicated by this chart, this is definitely something that requires our attention and action.
Copyright © , 2017 Gallup, Inc. All rights reserved.

8. Drivers of Engagement Reflect Development, Recognition and Respect
Top Drivers of Employee Engagement in Higher Education
Elevated Odds
This last year, I have had opportunities at work to learn and grow.
5.2x
My supervisor, or someone at work, seems to care about me as a person.
4.2x
I have a best friend at work.
3.8x
In the last seven days, I have received recognition or praise for doing good work.
3.7x
At work, my opinions seem to count.
According to the Gallup research, the top five drivers of employee engagement in higher ed are: [Read the five drivers from the slide] It’s very important for us to acknowledge that the top five drivers to greater employee engagement don’t cost money and that the emotional connection to others is very important. As noted in the chart, the employees who experience these things are much more likely to be engaged in their work. Also note that the key inhibitors of employee engagement include length of service (as we just discussed) and a campus community that creates and us vs them mentality for faculty and staff.
At your tables (or in groups of 3-4), discuss these five top drivers. How can you take this information back to your campus and use it with campus leadership? With your peers across campus? With first line supervisors? You have about 10 minutes to discuss this and then we will do some very quick report outs.
[At five minutes into the discussion, please alert the group that they are at the half way point of the group discussion. At the end of the 10 minutes, give a few people the opportunity to share, but carefully manage your time. Report outs should last no more than 5 minutes.]
Inhibitors of Employee Engagement in Higher Education
Faculty (vs. Staff)
Length of Service
Copyright © , 2017 Gallup, Inc. All rights reserved.

9. CUPA-HR Update
Free webinars and $95 Virtual Workshops---9,000 participated last year!
E-Learning courses are now free!
Surveys—demographic information reported for over 700,000 incumbents last year!
From DC—we finally expect news regarding FLSA and immigration challenges continue…
Wildfire early career program in year five!
Join the online Higher Ed HR Community!
Creating Inclusive Communities videos and facilitation resources help you address important campus challenges!
We don’t have time to discuss other topics today, but here are a few things that I hope are on your radar:
At least 14 free webinars and 4 virtual workshops are planned for this year, including a fall workshop focused on employee handbooks. Our government relations team is also providing 30 minute quarterly updates to keep us informed regarding the latest from DC. Over 9,000 participated individually and in teams last year. Please participate in these webinars and virtual workshops with your colleagues.
All of our e-learning courses are now free including higher ed HR boot camp (which should be a required course for anyone new to higher ed HR), understanding higher ed (which could be used for anyone on your campus who is new to higher ed) and the building inclusive search resources that you can use with search committees and search committee chairs.
Our research team is constantly working to make survey completion as simple and straightforward as possible. You’ve helped us make the CUPA-HR surveys the benchmark for higher ed. In fact, last year’s data collection included demographic data for over 700,000 faculty and staff from institutions across the country. The surveys can now be used to benchmark salaries and compare the demographics of your workforce to that of you peers.
At some point this fiscal year, we expect the Department of Labor to release the new regulations regarding the Fair Labor Standards Act. What will the regs include? When will implementation of the regs go into effect? When we hear, we will immediately get the information to you, so stay tuned. As challenges with immigration continue to impact our campuses, we will continue our work in partnership with the American Council on Education and others to make our voices heard. What changes, if any, will occur as a result of the midterm elections? We will be closely watching the results and helping you understand the impact.
Are you an early career higher ed HR professional looking for an incredible year-long mentoring and leadership experience? Go to the website and type “wildfire” into the search engine and meet the 12 colleagues who were selected from almost 200 applicants to participate in this all-expenses-paid experience.
Please join the Higher Ed HR Community—if you haven’t already subscribed to the CUPA-HR online community, please do so. We just launched a new, much more user-friendly platform to help us connect with our peers. The discussions are robust and our colleagues frequently share resources via the community.
We know that creating a more inclusive campus will always be a priority. please use the Creating Inclusive Communities videos and facilitation resources to help you address challenges that help you create a more inclusive, welcoming community on campus.

10. Thank You 2,000 institutions and over 26,000 representatives!
[Insert Region leader name]
[Insert Region leader address]
Thank you! We celebrate that our membership now includes over 2,000 institutions and over 26,000 representatives from colleges and universities across the country. Over 300 of these representatives are from colleges and universities outside of the US. We also celebrate that we are committed to creating and sustaining a community and a sense of belonging for each and every person who serves in a higher education HR role.
I hope you experience that sense of community and belonging through every interaction that you have with CUPA-HR. Our roles on campus are challenging and rewarding. It’s so important for us to use conferences and events like this as opportunities to address our challenges and as opportunities to continue to build a higher ed HR community where belonging is core to who we are.
Please never hesitate to let us know how CUPA-HR can help you meet your everyday challenges and help you prepare for the challenges ahead!

11. Gallup Copyright Standards
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The Gallup Q12® is Gallup proprietary information and is protected by law. You may not administer a survey with the Q12 items and/or reproduce them without written consent from Gallup, Inc.
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Copyright © , 2017 Gallup, Inc. All rights reserved. Gallup® is a trademark of Gallup, Inc. All other trademarks are the property of their respective owners.