Results and Action Planning Phase

After the My Voice at GW survey concludes, unit and school leaders receive results.

Typically, leaders work with engagement champions within the school/unit (employees they have designated to help lead their efforts). Leaders or engagement champions present the school/unit results to employees, then engage in action planning to tie identified areas for improvement to tangible actions in goals and priorities.

Who is responsible for action planning and follow-up?

Employee engagement is everyone’s responsibility.

It begins with leaders, who create the conditions for managers and other leaders like department chairs to foster engagement on their teams. Unit and school leaders provide resources, make decisions that reflect organizational values, and set direction. The directly review engagement survey  results and help set engagement focus areas to tie into high-level goals and priorities.

Managers and leaders like department chairs are key to engagement because of the relationships they establish with the people on their teams or in their departments. Managers and department chairs can empower staff and faculty to use their strengths, make the best use of available resources, and operate in a way that makes employees and their colleagues feel that they can do their best work.

Team and individuals have a key role in engagement. Teams create a shared culture that strongly influences engagement. And individuals should incorporate unit/school engagement areas into their individual goals, but should also focus on their own engagement. Individuals understand their own strengths and needs and should communicate those with their manager or leader. They should also generate ideas that will help themselves and their colleagues feel more engaged.