Case Studies: Employee Engagement in Action
University Services: Employee Engagement Action Planning
University Services. The University Services Human Resources Office conducted an employee engagement training session for leaders which focused on action planning as a response to engagement survey results. Because University Services has a diverse group of staff who perform varying functions (Facilities, Police, Dining, Housing, Parking, U Market, Printing, Addressing and Mailing, Health and Safety, Capital Planning, and varying other personnel), the goal of the training was to provide broad guidance and resources to enable more effective planning of employee engagement initiatives. An employee engagement action planning template was developed to support leaders in the process.
Global Programs and Strategy Alliance: Addressing Workload Distribution
Global Programs and Strategy Alliance (pdf). The Global Programs and Strategy Alliance (GPS) reviewed its results to the employee engagement survey question regarding equitable distribution of workload for the first two years of the survey. GPS leadership decided to explore this question further and identified a range of employee perceptions. Given the complexity of the issue, they have implemented a variety of initiatives in response to what was learned.
School of Nursing: How Staff Influenced Culture, Climate, and Engagement
After the University of Minnesota conducted a system-wide employee engagement survey, the School of Nursing looked at what they could do differently to positively impact their results. One effort was the creation of the Staff Employee Work Group to initiate change in collaboration with school leadership. From April 2014 to date, this Work Group has used the results to design several different initiatives to address survey results.
“How One School’s Staff Team Influenced Culture, Climate, and Engagement,” School of Nursing (pdf).
College of Design: Improving the Diversity Climate via Employee Engagement
College of Design (pdf). In recent years, the College of Design (CDes) Diversity Committee has been actively pursuing several strategic initiatives to improve their collegiate diversity climate and ensure that the college operates in a way that is more inclusive and equitable. CDes was able to merge its most recent initiative with its college-wide Employee Engagement efforts–an assessment of their diversity climate and subsequent unit-by-unit response strategy to the findings.
Academic Support Resources: Using an Individual Development Plan for Employee Development
Academic Support Resources (pdf). In the 2015 Employee Engagement Survey, one of ASR’s improvement opportunities was to increase the number of employees who felt their manager/supervisor coached them in their development. The ASR leadership team selected employee development as an organization-wide focus and started addressing employee development by redesigning their Individual Development Plan and process, focusing on the high leverage supervisor/employee developmental conversation.