Employee Engagement Survey
Make your voice heard!
The Employee Engagement Survey is one way for team members to share their experiences and opinions to help co-create the culture they want to see within the organization.
This page includes all resources team members and leaders need to understand how the employee engagement survey works. Click the button below to go directly to the engagement survey resources.
Take the 2023 survey Jan. 16 - Feb. 3
All team members will receive an email from our survey vendor, WTW. Take the survey by February 3, 2023.
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Track Survey Participation
Leaders: Track your team’s participation rate in Power BI.
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How do we approach Employee Engagement Survey?
Our annual Employee Engagement Survey is more than just answering questions once a year, it’s a guide post for actions that we take all year long to improve the experience of our team members.
All team members are invited to participate in the survey. Leaders can help encourage participation with tools and resources available on this page.
Next, leaders can review and share results of the survey provided by our survey vendor, WTW. Results will also be shared at the organizational level.
Individual teams and the organization will set goals based on the survey results that will have a meaningful impact to the team member experience.
Finally, the organization and teams will take action all year to achieve their goals. In addition to the annual survey, the organization will periodically send out a short check-in survey to monitor progress.
Explore more about each of these steps by clicking on the menu below.
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Participate in the Survey
Explore information about how to take the survey, encourage your team to participate, and track your team’s participation in Power BI.
Top 3 Reasons to Take the 2023 Employee Engagement Survey
Take a break – make your voice heard. The Fairview Employee Engagement Survey is quick, easy, and anonymous. Here are three reasons to participate:
- Yourself.
The survey is a chance to take 10 minutes away from your day. It’s an opportunity to reflect on your experiences and opinions – and share your thoughts to shape the kind of culture you want at Fairview.
- Your coworkers.
Participating in the survey helps your team, and more. Your unique perspective helps the organization know where to focus additional attention for the year to strengthen the culture – for you and your shift buddy.
- Your patients.
This is a chance to help co-create the environment you want to work in. Improving the workplace positively affects everyone and helps us continue to help more people and help people more.
Employee Engagement Survey FAQs
Learn more about the survey including what to expect, how to take the survey, and what’s new for this year.
Resources for Leaders
Get the best feedback from your team as you can by encouraging their participation. Use these tools with your team.
Engagement Survey Talking Points
Share the most important information about the survey with your team in a huddle or team meeting using this tool.
Engagement Survey Participation Boosters
Use these ideas to help boost survey participation on your team.
Engagement Survey Flyer
Print and post this flyer in common spaces. It includes a QR code link to the survey team members can use with their Employee ID.
Engagement Survey Teams Background
Get the word out about the survey with every person you interact with in Teams meetings. Add this image to your background in Teams.
Open the Survey Teams Background Image (PNG)
- Right click on the image and save to your computer.
- While you’re setting up your video and audio before joining a Teams meeting, select Background filters. It’s just below the video image. Your background options will display on the right
- Select Add new and then select one to upload from your computer.
Look up your team's survey participation rate in Power BI
Share Results
Leaders can use these tools to share results with their teams.
Discuss results with your team
Leaders with five or more survey responses will see results for their team, and are responsible for starting a conversation with their team.
Use this Leader Discussion Guide to help you plan and host a discussion about your team’s 2022 survey results. Leaders can host one discussion or break the discussion up across several meetings, covering one survey category at a time.
What do leaders need to do with the survey results?
Understand what’s new with the 2022 survey and what leaders are expected to do this year to create an engagement survey related goal with their team.
Review our Employee Engagement Survey Results for Leaders FAQs.
What technical resources are available for leaders?
Refer to the Employee Engagement Survey Technical Guide for support with the WTW and Talent Connect systems.
Our survey vendor, WTW
Our survey is managed by a third-party vendor, WTW (formerly known as Willis Towers Watson). Leaders will be able to find current and historical results and resources directly from the Willis Towers Watson platform.
New as of October 2022: Leaders will need to use a Multi-factor login process for WTW. Learn more here.
WTW Resources
Go to WTW
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.
Explore the organization’s results from 2022
Click on each category to learn more about what the category measured and what the survey results showed about our organization.
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.
Our Strengths and Opportunities
Strengths
In September 2021, we took a short survey called a “pulse” survey which included the four Sustainable Engagement questions.
We improved our overall Sustainable Engagement score by 9% since our last pulse survey in September 2021.
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.
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.
Our 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.
We are 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.
Our 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.
Our 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 organization. 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.
The Reward category encompasses the intrinsic and extrinsic rewards an individual receives as an employee. 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.
Our 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.
A survey to every team member 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.
Our 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.
We are taking steps to better manage current and future changes.
Set Goals as a Team
Each team is responsible for creating goals based on opportunities from the survey results.
Goal setting support tools
Employee Engagement Survey Technical Guide: Your resource for support on how to use WTW and Talent Connect to suppotr 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.
Take Action
Learn how you can regularly check in and follow up on your team’s engagement goals all year.
Our Organizational Initiatives
We’ve heard from our team members and have taken action to support employee engagement. Take a look at our 2022 Employee Engagement Initiatives to see what we’ve accomplished so far.
Your Team’s 2023 Initiatives
More information coming soon!
