E2 Employee Engagement
- Leadership: The Essential Ingredient to Employee Engagement
- Senior Academic Leaders Share Best Practices on Motivating and Engaging Faculty and Staff
- Employee Engagement Resources for Managers
- Identify Trends in Engagement Data (training video)
- Engagement Survey Response Grows in 2015
- Three Important Things For Leaders to Know About Employee Engagement
- The University of Minnesota Engagement Model
Over 250 people attended the early August session to hear an overview of three years of the University of Minnesota's E2 Employee Engagement data and research to support the role of leadership to foster everyday engagement. A panel of University of Minnesota leaders discussed their use of employee engagement data over the past several years and how they’ve taken action to sustain and improve employee engagement.
Additional resources provided at the session include:
- A Manager’s Guide to Everyday Engagement (Adapted from Kevin Sheridan)
- Panel discussion questions and references
- Event program
Academic leaders met this spring to discuss how engagement data is used for leadership and team development. You can access:
- Four videos on YouTube (you can link to the others by clicking on "Show More" under the description to view the other sections):
- Part 1: Welcome and Overview of University Results (24 minutes) by Brandon Sullivan, PhD
- Part 2: Panel Discussion (62 minutes) by senior leaders of best practices in taking action on employee engagement data. Panelists included: Laura Bloomberg, associate dean, Humphrey School of Public Affairs; Connie Delaney, dean, School of Nursing; Stephen Lehmkuhle, chancellor, University of Minnesota, Rochester; and, Becky Yust, interim dean, College of Design.
- Part 3: Case Study (13 minutes) of senior leader team development and faculty leadership development programs, presented by Greg Cuomo, associate dean for Research and Graduate Programs, College of Food, Agricultural and Natural Resource Sciences, and Jean Quam, dean, College of Education and Human Development.
- Part 4: Question and Answer Session (42 minutes) with all presenters and panelists
- Three years of the University of Minnesota's E2 Employee Engagement data (pdf)
- Event program (pdf)
This session was co-sponsored by Leadership and Talent Development in the Office of Human Resources, and the Office of the Vice Provost for Faculty and Academic Affairs.
Supervisors, managers, and other leaders at the University can access online and in-person resources to support sharing employee engagement results, action planning, and taking action. Online resources include:
- Communications Toolkit includes specific communication messages and samples to support sharing results, action plan refinement, and measuring and sharing progress.
- Manager Training for the Employee Engagement Survey Report is an on-demand manager training webinar to support sharing and understanding the data. This is available as a video or a PowerPoint presentation with notes.
- Trend Data Interpretation Tutorial helps leaders specifically understand and better interpret the 2013 and 2014 trend data, when available.
- Guide to Employee Engagement Action Planning is a document which includes principles and a framework to prioritize action based on the 2015 E2 Employee Engagement Survey data plus questions for reflection and discussion.
If you want to consult with someone on employee engagement best practices here at the University, three resources are available. Consultants in Leadership and Talent Development can answer questions, assist with action planning, and serve as a resource to faculty and staff in individual departments, colleges, and units. HR Leads and staff also are available to assist with data interpretation and action planning.
A network of Employee Engagement Leads has been developed to support and enhance the capacity of their colleagues to better understand and take action on survey results. Contact your HR Lead or email firstname.lastname@example.org for names of Employee Engagement Lead(s) in your college or unit. For more information on working with Leadership and Talent Development consultants, contact your Employee Engagement Lead, HR staff, or email email@example.com.
Additional leadership development opportunities are available through Leadership and Talent Development for you and people who report to you. Leadership programs at a variety of levels focus on the common challenges and leadership competencies which support leaders overall and help to develop engagement.
Learn more about how to compare year-over-year employee engagement results with a brief video.
Response rates for both faculty and staff increased for the 2015 E2 Employee Engagement Survey which had a 67% overall response rate. Faculty responses increased from 53% in 2014 to 56% in 2015. Staff response rates also increased, rising from 68% in 2014 to 70% in 2015.
- A survey alone does not create positive change. Only involving leaders, faculty, and staff in responding to survey results can create positive change in the work environment.
- Share your results. Disengagement begins when people who take time to respond to a survey don’t hear their results from their leaders.
- Take action. A few small, simple actions can have a large impact. Be certain to let faculty and staff know when actions were taken based on their survey feedback.
Results will begin to roll out to colleges, units, and departments from January to March. If you have questions, please contact firstname.lastname@example.org.
E2 Employee Engagement supports the University's commitment to meet its academic and research mission by creating workplaces that energize, empower, and enhance faculty and staff. Engagement profoundly shapes both the quality of the faculty and staff experience, as well as workplace outcomes. It impacts recruiting, retaining, and developing top talent, as well as collaboration and innovation. For individuals, it affects both resilience and well being.
The University of Minnesota uses a unique model to measure engagement of faculty and staff on all campuses: