1. Who is Sinking Your Boat?
Run this video as a loop for the 15 minutes preceding each session (as people arrive)

2. Employee Engagement Survey Education Session #3
Follow-Up and Preparation
March/April, 2014
Thank you for coming! This is the 3rd installment of employee engagement survey education.

3. You are here! Discuss Select Plan Follow Up
IV. Follow Up to monitor, revise, and ensure Impact Plan execution
In existing team meetings (no more frequently than monthly), spend no more than 10 minutes discussing IMPACT PLAN progress
Distribute a written copy of the IMPACT PLAN
Ask: “Did we do what we said we were going to do?”
Ask: “Did it make any difference?”
Document any ACTION ITEM modifications
Repeat!
In Education Session #1 we talked about the first two steps… discuss (discovery meetings) and select (just pick 2)
In Education Session #2 we focused on impact planning.
In today’s session we will focus on follow up (keeping engagement initiatives alive) and preparation for our annual survey in May.

4. 5 questions you must ask your team
Retrieve handout Discussion: How can you tie these back into the X Model of Engagement video we watched in our last session? If you were to ask your team these questions, how would they respond?
Homework: Ask your team these questions as you prepare for the May survey and watch for any gaps in how you anticipated they would respond and the reality of their responses.

5. Gathering great ideas Around the room you will notice 12 flip charts
Each flip chart depicts an element of engagement
With your table mates, brainstorm ways you have promoted, explained, clarified each item based on what you’ve read, seen, implemented, etc. – BE SPECIFIC
Each table will spend 2 minutes on each flip chart and then rotate to the next flip chart
Once completed we will review as a large group
Around the room you will notice 12 flip charts
Each flip chart depicts an element of engagement
With your table mates, brainstorm ways you have promoted, explained, clarified each item
Based on what you’ve read, seen, implemented
We will spend 2 minutes on each flip chart and then rotate to the next flip chart (45 mins)
SHOW EXAMPLE ON NEXT SLIDE
We will compile from all classes and post on EES website

6. Q09 – committed to quality
Q09 Example
Q09 – committed to quality
Team developed & committed to a “Code of Quality” – insist on the best
Gathered & shared quality standards from industry association
Team described “Exceeds Expectations” for performance appraisal
Hired people who valued a quality job (described their personal standards)
All team members described to others what they were working on
Team members learned & practiced how to give & receive peer to peer feedback
Be Specific!
Let’s walk thru an example…

7. Follow up = Accountability
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
2013 survey results were shared
Discovery meetings held and impact plans developed
Making progress
3 additional items will be added to the customary Q12 elements.
NOTE: These questions will have an “N/A” option for those who are new and may not have been included in these steps.
Handout: Preparing for the Engagement Survey

8. Each leader must first be engaged, before they can be engaging
“It is not my job to make people happy.
That is their job.
My job is to create an environment where they will be successful, make a difference, and contribute to the rest of the team.”
“Nobody really cares about how much you/we know until they know how much you/we care.”
“If you ask me how I am doing I will reply “Great”
I don’t project how I may be feeling.
I keep messaging engagement.”
“I will not drive engagement down
by calling everyone together in a huddle…
instead I deal with the individual.”
“I am an extreme introvert.
My job requires me to be an extrovert.
I don’t have to be unpleasant about it.”
“I am committed to making it easy for people to do the right thing,
and difficult to do the wrong thing.”
Something to ponder. These are comments made by various leaders on the topic of their role in employee engagement
“I don’t think about how I will impact employee engagement.
I don’t manage to it…
It’s a result of the way I lead and manage.”
“Communicate the WHY. I don’t say that I won’t do something because the policy or someone told me so…. I explain why I do something because it is the right thing to do and in the best interest of the patient.”

9. Are you having the right conversation AND Are you listening?
Why do you think we showed that?
We know that communication is important.
Are you talking about the right things?
Are you hearing what the other person is saying?

10. Preparing for the Annual Survey

11. The Q12® (for all Health System employees)
I know what is expected of me at work
I have the materials and equipment I need to do my work right
At work, I have the opportunity to do what I do best every day
In the last seven days, I have received recognition or praise for doing good work
My supervisor, or someone at work, seems to care about me as person
There is someone at work who encourages my development
At work, my opinions seem to count
The mission or purpose of my organization makes me feel my job is important
My associates or fellow employees are committed to doing quality work
I have a best friend at work
In the last six months, someone at work has talked to me about my progress
This last year, I have had opportunities at work to learn and grow
Share these with your teams!

12. Additional items in 2014 CATEGORY QUESTION Effective Communication
My [supervisor/chair] involves our team in key decisions that affect our jobs and work environment (Magnet)
Trust and Collaboration
My role receives the attention and respect it deserves from others (Magnet)
I feel free to speak out without fear of retaliation or disciplinary action (Magnet)
I feel respected in all my interactions at work
Accountability
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
Overall Satisfaction
How satisfied are you with the University of Virginia Health System as a place to work?
Open Ended Question
What one change or improvement would have the most positive impact on your work environment?
Share these with your teams!

13. Fun Facts Confidential online survey administered May 21-June 4
A link to take the survey, containing a personal survey access code, will be distributed via to each employee – DO NOT forward
Average completion time – 10 minutes
Submitted surveys go directly to Gallup
Response rates provided throughout survey
Goal is 100%
Employees hired as of April 7 are invited to participate

14. Key Dates DATE ACTION March 20 - June 4
Socialize the survey (tools available via Engagement website)
May 7
to staff announcing the survey from 5 entity heads
to management team promoting the survey
May 14
Pre-survey to all employees
May 21 - June 4
SURVEY!
July
Results delivered to UVA
August/September
Results education with management team

15. A Pep Talk from Kid President

16. Questions?