Employee Engagement

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Employee Engagement Resources for Leaders 

Data from the 2017 Employee Engagement Survey was shared directly with supervisors who had five (5) or more direct or indirect reports respond to the survey in January. Supervisors received an email from Korn Ferry Hay Group with a link to the data portal, their username, and a password. If you lose or cannot locate your access information, contact UofMNSurvey.US@KornFerry.com. If you have questions about how to navigate the data portal or questions about your employee engagement data, please contact your local HR staff or leader. You can also email ee2@umn.edu. Please allow up to two business days for a reply.

More information on employee engagement and resources on taking action on survey data are available at:

    • "Making Sense of Your Survey Data," webinar recording. The webinar covers how to locate data on the portal, how to interpret your data, 
    • Navigating Your Report Data site includes links to the online data portal as well as videos and printable guides to help leaders access, download, and understand their survey results.
    • "Learn About Employee Engagement," is an online training module on employee engagement fundamentals that is part of the Supervisory Development Course. This content is on-demand.

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Case Studies: Employee Engagement in Action

  • “Workload Distribution: Analyzing the Complexity of Individuals’ Perceptions,” 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.
  • “How One School’s Staff Team Influenced Culture, Climate, and Engagement,” School of Nursing (pdf). 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.
  • “Moving the Needle: 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.
  • “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.
  • “Why You Should Care About Engagement” (video). Academic and administrative leaders from across the University talked about why employee engagement is important to the University of Minnesota in a series of panels held in 2016. Videos from both panels are available.

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