EMPLOYEE ENGAGEMENT SURVEY

The results are in…what’s next? 

 

Leaders received their team’s results for the 2022 Fairview Employee Engagement survey from WTW on Monday, April 4.

Leaders and their teams should discuss their results and create a minimum of one goal to enter into Talent Connect by mid-May 2022.

Check out these resources to: 

 

Tracking Sustainable Engagement in 2022

 

This year our organization has a goal to increase our Sustainable Engagement score to 64 percent as part of our People Engagement Performance Dimension.

New Power BI metrics are now available to help you see where your team’s Sustainable Engagement score is and your goal for the year.

Power BI helps us better understand and personalize our survey results through custom views by site, role, and more. These views help us better utilize our results now and, in the future, as we work together as partners in what’s possible.

     

    Explore the survey results

    The Employee Engagement survey results are divided into categories.

    Click on each category to learn more about what it measures and Fairview’s results.

    Sustainable Engagement

    Sustainable Engagement is measured on four core questions that we are watching over time to track trends. Sustainable Engagement measures three things: connection to our organization, access to the tools and resources needed to effectively do our jobs, and sense of well-being while at work. When we measure all three of these things together, we get a Sustainable Engagement score. You’ll also see an Engagement score which includes Sustainable Engagement plus three additional questions that dive deeper into engagement.  

    Fairview’s Strengths and Opportunities

    • Strengths:
      • In September we took a short survey called a “pulse” survey which included the four Sustainable Engagement questions.
      • Fairview improved our overall Sustainable Engagement score by 9% since our last pulse survey in September 2021.
    • Opportunities:
      • The survey shows, however, that our teams don’t feel that same connection to other parts of the organization, including senior leaders.  Senior leaders will be working hard over the coming year to continue building trust and confidence with our teams as we work together to build a world class healthcare organization.
      • While we improved our score over last year, communication between teams continues to be an area that the organization could focus on.
    People

    People are at the core of what we do. The theme of this year’s survey was “Better Because of You” and Fairview truly believes that. Our organization is filled with incredible people who are motivated to serve others. The People category explores the relationships that exist between team members. This includes peer-to-peer, direct leader relationships, and the connection to senior leadership.

    Fairview’s Strengths and Opportunities

    • Strengths:
      • Overwhelmingly, people across the organization cited their team as a strength of the organization in their comments.
      • Every question that related to our immediate supervisors rated higher than the national healthcare norm
    • Opportunities:
      • While we improved our score over last year, communication between teams continues to be an area that the organization could focus on.
      • The survey shows, however, that our teams don’t feel that same connection to other parts of the organization, including senior leaders.  Senior leaders will be working hard over the coming year to continue building trust and confidence with our teams as we work together to build a world class healthcare organization.
    Purpose

    Fairview is a mission driven organization. Our Mission Statement says, “We are driven to heal, discover and educate for longer, healthier lives.”  The Purpose category measures our understanding of the mission, vision, and values of the organization and how each of us fits within the organization.

    Fairview’s Strengths and Opportunities

    • Strengths:
      • Employees have a clear understanding of how their work impacts the customers they serve. This score is well above the national healthcare norm.
      • Fairview’s DE&I work appears to be having an impact as the organization saw an increase over 2021, closing the gap with the national healthcare norm.
    • Opportunities:
      • Many employees expressed they do not feel valued as individuals. Even though we are a large company we want everyone to feel valued as a member of the Fairview. On our team, I will work to be sure each of you knows how important you are to what we do.
      • The mission, vision, and values of the organization, including the behaviors expected to be successful, are not always totally clear to employees. We have an incredible mission. We must help our teams better understand the mission and their role in accomplishing the mission.
    Reward

    The Reward category encompasses the intrinsic and extrinsic rewards an individual receives as an employee of Fairview. Intrinsic rewards are the rewards that are more internal to an individual such as career growth and development. Extrinsic rewards are those things we receive from the organization such as our pay and benefits.

    Fairview’s Strengths and Opportunities

    • Strengths
      • Our people showed an improved understanding of the performance management process including what skills need to develop for advancement.
      • Our team members identified that they could connect their goals to organizational strategy. This means we understand how our work connects to the organization’s goals for success and are “rowing in the same direction.”
    • Opportunities
      • Team members identified the desire for more development and career advancement opportunities.

     

     

    Work

    A survey to everyone at Fairview cannot measure the specific tasks of every role in the organization and we know that our work is always changing. Instead of measuring what we do, the Work category focuses on how work gets done. To be effective, we need strong communication about our work processes and the changes that impact us. We also need to know how to adapt to these changes. Finally, we need to know our workplace is safe and that we are supported in speaking up when we see something wrong.

    Fairview’s Strengths and Opportunities

    • Strengths
      • Communication is a concern in many organizations. Compared to last year, Fairview saw an increase in team members feeling informed on matters that affect them. This is a positive trend. Our organization focused on creating effective processes which led to a significant increase in this area. Good processes drive better outcomes; this increase is good news.
      • People overwhelmingly feel they can report dishonest or unethical behavior. This was a new question in 2022, and we exceeded the healthcare norm.
    • Opportunities
      • The organization has gone through substantial change over the past few years. Change management remains a concern from identification of changes to the implementation of those changes.
      • Fairview is taking steps to better manage current and future changes.

     

    If you need any assistance with employee engagement, 

    please complete the Consultation Request form.

    Learn more about our survey vendor

    Our survey is managed by a third-party vendor, Willis Towers Watson

    Leaders will be able to find 2022 results, previous years’ results and action planning resources directly from the Willis Towers Watson platform.

    Learn more about Willis Towers Watson

    Learn What is Employee Engagement

    Learn Why is Employee Engagement Important

    Leaders:
    Login with your current email address.​​​​​​​

    If you set up an account in a previous year, you will need to use that previous password.

    Resources

    The employee engagement survey guides us to make important change for our employees.

    Expand the sections below to find resources to help you encourage participation, share results and develop and impactful action plan with your team.

    Encourage Participation
    Share Results and Set Goals

    Employee Engagement Survey Results for Leaders FAQs   Find answers to our most frequently asked questions about the engagement survey

    What’s New With the 2022 Fairview Employee Engagement Survey?   – Learn about what’s different about the 2022 survey and how it compares to 2021.

    Engagement Survey Leader To-Do List – This to-do list will help leaders understand how to plan, share survey results and create goals. It also explains what resources can help support.

    Employee Engagement Survey Technical Guide – Your resource for support on how to use WTW and Talent Connect to suppor your team’s employee engagement survey work.

    Action Library Look Up Tool (.xlsx) – Our survey vendor, WTW, provided this list of example action items teams can take on to improve engagement.

    Employee Engagement Leader Discussion Guide  Use this guide to help you plan and host your survey discussion with your team. 

     

    If you need any assistance with employee engagement, 

    please complete the Consultation Request form.