University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

Measuring Actions Taken Based on the 2013 E2 Survey

The University of Minnesota's Employee Engagement (E2) Survey provides a snapshot of faculty and staff attitudes toward their workplace. But, the data only becomes a tool if people take action based on the opportunities revealed by the data. 

This year’s E2 Survey will include three questions to gauge employees' awareness of actions taken as a result of the 2013 survey. The 2014 E2 Survey will ask faculty and staff will be asked how strongly they agree with three statements:

  • "I participated in a feedback meeting about the previous survey results."
  • "The information from this survey will be used constructively."
  • "Action was taken on issues raised in the last survey."
The power of taking action is that even small steps can have an impact, especially when people know that their survey feedback is having an impact on their work environment.
August 13, 2014

2014 Survey to Launch October 13


Look for more information over the next few months on how to participate and have your voice heard in the second annual employee engagement survey for University of Minnesota faculty and staff.
July 22, 2014


Employee Engagement Program Recognized by Midwest CUPA-HR

The University's employee engagement program received the Midwest Region Excellence in Human Resource Practices Award from the College and University Professionals Association for Human Resources (CUPA-HR) in 2014.

The engagement program was specifically recognized for improving the quality of programs through effective human resource administrative practices, creative application of human resource principles, and strong leadership.
May 5, 2014


About Employee Engagement at the University of Minnesota 

Employee Engagement (E2) 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.

Employee engagement simplified model
 

Process and Timeline

The first survey, administered in 2013, was the starting point for a larger process that involves leaders, managers, supervisors, faculty, and staff working together to identify, create, and act on plans to make their workplace support their work needs.

Employee Engagement Process & Timeline 2.1

 

Award-Winning Program

The University's employee engagement program received the Midwest Region Excellence in Human Resource Practices Award from the College and University Professionals Association for Human Resources (CUPA-HR) in 2014.

The engagement program was specifically recognized for improving the quality of programs through effective human resource administrative practices, creative application of human resource principles, and strong leadership.