Main navigation | Main content
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.
The survey 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.
The survey was administered in October of 2013 and results to be shared with leaders starting in late January.
Over the past decade, researchers have identified key drivers of engagement which help create motivation and enable success for individuals and teams. The University of Minnesota has developed a model of the engagement process based on both research and practice.
University of Minnesota Researchers Carole Bland, Anne Marie Weber-Main, Sharon Marie Lund, and Deborah Finstad published The Research-Productive Department: Strategies from Departments That Excel. They identified institutional features that facilitate research productivity and many of these features are also engagement drivers. These include clear goals, culture, positive group climate, mentoring, resources, rewards, and governance structures that provide for assertive and participative leadership.
Learn more about employee engagement at LeadingTogether, a blog by Brandon Sullivan, Ph.D., who leads the system-wide engagement strategy at the University of Minnesota. The blog focuses on engagement within higher education institutions and creating a culture that supports engagement.