1. Employee Engagement Survey Education Session #2 Impact Planning – Follow Up November/December, 2013 Check the 2 items your team is working on using the poster provided

2. How will you incorporate engagement into your daily practice? Asking: “What would a 5 look like?” Provide environment that encourages and supports discretionary effort Engagement requires an everyday focus

3. What we will cover today 1 Discuss who is responsible for engagement 2 Ensure Goals have SMARTS 3 Learn how to enter Impact Plans into Gallup Online 4 Gather best practices from your leadership peers

4. The ‘X’ model of employee engagement  What stood out for you?  The responsibility of engagement lies with the individual, not the leader….. do you believe that?

5. Impact Plans: What is the leader’s role? To guide and keep the team on track Think of yourself as a project sponsor

6. Whose impact plan is it?  You wont be able to complain that employees didn’t buy into your plan if it isn’t your plan to start with  Top down solutions don’t inspire buy-in or practicality Avoid the trap!

7. Get Give Belong Q12 Opportunities to learn and grow Q11 Progress in last six months Q10 I have a best friend at work Q09 Coworkers committed to quality Q08 Mission/Purpose of organization Q07 At work, my opinions seem to count Q06 Someone at work encourages my development Q05 Supervisor/Someone at work cares Q04 Recognition last seven days Q03 Do what I do best every day Q02 I have materials and equipment I need Q01 I know what is expected of me at work Let’s identify themes Grow The Q 12®

8. SMARTS Goals Retrieve this handout

9. Gallup Online Impact Plan Section Completing the SMARTS Goals Worksheet prepares you for Impact Plan submission! (See page 6 of job aid)

10. IV. Follow Up to monitor, revise, and ensure Impact Plan execution a)In existing team meetings (no more frequently than monthly), spend no more than 10 minutes discussing IMPACT PLAN progress. b)Distribute a written copy of the IMPACT PLAN c)Ask: “Did we do what we said we were going to do?” d)Ask: “Did it make any difference?” e)Document any ACTION ITEM modifications f)Repeat! Discuss Select Plan Follow Up Retrieve this handout

11. Promoting an engaged culture

12. Alan Oktay Communications & Infrastructure Director Network Services  Purposefully show team members how they impact people and contribute to the organization’s mission  Create opportunities for open dialogue  As a leader “They’ve got all of you… not just some of you”

13. Mary Crandall Home Health Care Director Continuum  Expect positive attitudes of everyone and show how they are contagious  Build camaraderie and encourage ‘bubbly’ personalities  Know your own core values to further shape your engagement

14. Sandy Neumayr Nurse Manager Pediatric ICU  Listen & discuss what is relevant in shaping the future  Gather team ideas to develop trust & increase involvement  Dedication of the team to their practice increased ownership and improved clinical outcomes while energizing personal growth

15. 3 additional questions: I received feedback on the previous Employee Engagement Survey conducted at UVA Health System My team participated in an effective impact planning session following last year's Employee Engagement Survey My team has made progress on the goals set during our impact planning sessions after the last Employee Engagement Survey 2014 CENSUS ENGAGEMENT SURVEY How will we measure this? Copyright © 2013 Gallup, Inc. All rights reserved.

16. The Upshot… No one can make you more engaged. Your engagement, ultimately, is a personal equation. It reflects your relationship with work, based on your values, your talents, and your aspirations. Adapted from Blessing White

17.  Share what you have learned today & modify your goals to ensure Impact Plans have SMARTS  Enter Impact Plans via Gallup Online  Continue utilizing your Informal Leaders as Engagement Champions  Integrate engagement into your team meetings  Show the X Model of Engagement video  Incorporate engagement into your discussions about other initiatives (i.e. quality, patient satisfaction, etc.)  Share best practices and lessons learned at MCMG, OLF, Director’s meeting when prompted Next Steps

18. On the horizon… Nov/Dec 2013MC Management Education #2 – 2 Group Approach to Impact Planning Mar/Apr 2014MC Management Education #3 – Achieving Our Mission & Changing Our Culture May 2014 Health System Census Survey  Enrollment in Education Session #3 will begin in January via the Learning Management System