Now that you have your results, what do you do next?
The survey results can help you identify where things are going well and where improvements can be made but a survey alone does not create positive change. It is the responsibility of leaders to review and share the results and work with supervisors to turn those insights into action. involving leaders, faculty, and staff in responding to survey results can create positive change in the work environment.
Considerations
- To see the full picture, it’s critical to consider the data in the context of your work and strategic priorities.
- This is a confidential survey so it is important to respect your employees’ conidentiality and refrain from attempting to identify the team members’ individual response patterns. This is not the point of the engagement survey.
- Frustrations and disengagement can occur for reasons outside of your control. We recommend that you focus on how the majority of your team responded and on issues or items where it is within your control to help resolve issues or greatly improve engagement.
Take the following steps to understand your results
Frequently Asked Questions
How is the Employee Engagement profile generated?
The Employee Engagement profile is generated based on an algorithm/equation run by the vendor that takes the scores for an individual employee on the specific survey questions under Commitment and Dedication and Effective Environment and then compares them to an external (general industry) norm to decide where to put them in the quadrants.
I work on the Twin Cities campus. Where is the campus comparator data for my work group?
For the Twin Cities campus, this comparison will be for those whose senior leader reports to either Executive Vice President and Provost Croson or Senior Vice President of Finance and Operations Frans. This comparison will not be available for Twin Cities staff whose senior leader reports to Interim President Ettinger. Refer to page seven of the "Interpreting Survey Results" guide for an explanation of the campus comparators.”
Please explain how this survey item is scored: "Given your choice, how long would you plan to continue working for the University of Minnesota (your campus)?"
An unfavorable response is "less than 1 year and 1–2 years", a neutral response is "3–5 years", and a favorable response is "more then 5 years or until retirement."
Why do I have dashes instead of numbers in my data?
Where there are less than five respondents for any question dashes will appear instead of data. Trend data is not available for all leaders and will appear as dashes when unavailable.
How do I know if my favorable scores are high enough? When should I be concerned that my unfavorable scores are too high?
The following guidelines are provided to help interpret percentage scores:
- Favorable rating of more than 70% - Clearly favorable
- Favorable rating between 60% and 70% - Moderately favorable
- Neutral rating higher than 20% - Potential for converting to favorable responses with more information/discussion
- Unfavorable rating of more than 20%Potential warning sign
- Unfavorable rating of more than 30% - An area for further discussion and possible action.
When you have a small group of people in your unit, (10 or Less) you need to consider the practical significance of the percentage favorable differences. When you see large percentages in small units it is important to consider the actual number of employees within those ranges since one or two employee responses could have a large impact in the overall distribution.
Please refer to Interpreting Survey Results video for an explanation of how to understand your scores in the context of the overall N size of your work group.