1. Employee Engagement Survey
March 21, 2017

2. Employee Survey – Why Do It?
Several reasons to survey employees on their thoughts about the experience of working at Bentley
Your opinion counts
Best practice
Interested in attitudes of diverse population
Has not been done in many years
Your opinion counts - Safe and effective “bottom-up” communication vehicle for collecting frank thoughts and feedback
Best Practice - 70% of larger organizations (40% of organization with at least 1,000 employees)
D&I – Concurrent with HR interest in conducting survey, the office of D&I was also interested in assessing Bentley Climate as it applies to Diversity
Where can we improve - Feedback helps inform more effective practices and management
Survey is efficient method for collecting large amount of data—one-on-one interviews time consuming and may be unreliable
Bottom line – Collect your feedback to improve the workplace

3. Bentley University - Human Resources
We promised confidentiality – What does that mean?
Survey responses went to Quantum, not HR Quantum will not release individual results to us At least 8 responses needed for a report Comments will be scrubbed Thank you for trusting us on this!
11/18/2018
Bentley University - Human Resources

4. Engagement - Defined
Employee engagement is the strength of mental and emotional connection an employee feels toward the Work they do, their Team and the Organization overall.
Work
Team
Org

5. Engagement - Measured Outcomes Drivers
Engagement outcomes are diagnostic.
How engaged are we?
Engagement drivers are actionable.
What can we do to increase engagement? Where should we focus our efforts?
Engagement Outcomes: 9 Q’s
Outcomes describes an organization’s current level of engagement, but do not provide insight on what action can be taken for improvement.
Drivers help identify what we should in what areas to increase engagement in the future

6. 73.9% Outcomes - Overall Favorable Work Team Org
Favorable = very satisfied + satisfied

7. Outcomes – By Factor Org Engagement Team Engagement Work Engagement
71.2%
Org Engagement
I am proud to work here. (82.6% favorable)
I recommend this university as a great place to work. (73.3% favorable)
It would take a lot to get me to leave this university. (57.8% favorable)
Team Engagement
76.2%
I feel accepted by my immediate coworkers. (84.8% favorable)
My immediate coworkers are committed to this university's overall goals. (75.4% favorable)
My immediate coworkers consistently go the extra mile to achieve great results. (68.4% favorable)
74.3%
Work Engagement
Engagement Outcomes: These items are at the core of how your organization measures employee engagement. They help reveal the current state of employee engagement within organizations. Outcomes are not actionable because they are targets that organizations should strive to maintain or enhance. Engagement outcomes can tap into several factors and assess an employee’s connection with their team, their work, and the organization as a whole.
Measuring the engagement outcomes is like taking a patient’s temperature. If there is a fever, you only know the patient is not well…but you don’t know what got him or her sick, or how to treat the illness. Using the drivers found on the following slide will prepare you to take action to either maintain or enhance the results above.
I find my work engaging. (84.8% favorable)
My work motivates me. (75.4% favorable)
I am inspired by the work we do. (68.4% favorable)

8. Organizational Driver
Drivers – Top 10
Key Themes
Organizational Driver
Team Driver
Work Driver
Item
% Favorable
I am encouraged to find new ways of solving problems.
72.7%
This university listens to and takes employees' ideas seriously.
47.7%
If I contribute to the university's success, I know I will be recognized.
44.2%
I understand how my job helps the university achieve success.
83.9%
I know I can depend on the other members in my work group.
78.3%
Goals and accountabilities are clear to everyone on my team.
59.2%
I find my job interesting and challenging.
77.7%
This job is in alignment with my career goals.
My job allows me to utilize my strengths.
74.2%
I see professional growth and career development opportunities for myself at Bentley.
48.9%
Item
% Favorable
I am encouraged to find new ways of solving problems.
72.7%
This university listens to and takes employees' ideas seriously.
47.7%
If I contribute to the university's success, I know I will be recognized.
44.2%
I understand how my job helps the university achieve success.
83.9%
I know I can depend on the other members in my work group.
78.3%
Goals and accountabilities are clear to everyone on my team.
59.2%
I find my job interesting and challenging.
77.7%
This job is in alignment with my career goals.
My job allows me to utilize my strengths.
74.2%
I see professional growth and career development opportunities for myself at Bentley.
48.9%
Item
% Favorable
I am encouraged to find new ways of solving problems.
72.7%
This university listens to and takes employees' ideas seriously.
47.7%
If I contribute to the university's success, I know I will be recognized.
44.2%
I understand how my job helps the university achieve success.
83.9%
I know I can depend on the other members in my work group.
78.3%
Goals and accountabilities are clear to everyone on my team.
59.2%
I find my job interesting and challenging.
77.7%
This job is in alignment with my career goals.
My job allows me to utilize my strengths.
74.2%
I see professional growth and career development opportunities for myself at Bentley.
48.9%
Item
% Favorable
I am encouraged to find new ways of solving problems.
72.7%
This university listens to and takes employees' ideas seriously.
47.7%
If I contribute to the university's success, I know I will be recognized.
44.2%
I understand how my job helps the university achieve success.
83.9%
I know I can depend on the other members in my work group.
78.3%
Goals and accountabilities are clear to everyone on my team.
59.2%
I find my job interesting and challenging.
77.7%
This job is in alignment with my career goals.
My job allows me to utilize my strengths.
74.2%
I see professional growth and career development opportunities for myself at Bentley.
48.9%
Of the 36 actionable survey items, the items on this slide are the top 10 drivers of engagement. Statistically, they have the strongest relationship with the engagement outcome survey items.

9. Comments – Themes and Volume
Almost 950 individual comments; we grouped into themes
We will scrub – individuals named, specific situations referenced, anything possibly identifying
11/18/2018
Bentley University - Human Resources

10. Areas of Focus - Recommended
Make employees feel valued 1 2
Set goals, communicate clearly, accountability
Based on the results of our Top 10 Drivers, these are recommended areas of focus 3
Leverage career development to maintain job alignment

11. Next Steps – Everyone Has a Role To Play
Cabinet - Overview
(This week)
VPs, Dept. Heads – Division Results
(April, May)
Everyone – Action Planning
(May and beyond)
11/18/2018
Bentley University - Human Resources