An engaged employee is one who is fully absorbed by and enthusiastic about their work and that takes positive action to further the organization's reputation and interests.
Measuring employees’ perceptions and attitudes about the work environment is important because research links engagement with quality of work performance and business outcomes. Employees who are more engaged produce higher quality work and are less likely to be absent, or quit the organization. High performing organizations and those that conduct regular engagement surveys (and take action on them) reveal significantly higher employee performance and employees feel excitement about their organization’s future, their part in creating that success, and a genuine connection to their leaders and the work itself.
The City and County of Denver is committed to tracking and responding to employee perspectives in order to build a stronger workforce and consistently improve productivity. The city conducts the survey every other year and the purpose is to hear employee opinions about the work environment. Results from the survey are then turned into action plans to help continually improve the workplace. The last survey took place in 2015 and action plans were implemented across the city in all departments and agencies.
The 2015 Employee Engagement Survey revealed many areas for focus and action planning. Leadership’s action based on survey year results is shown to be a significant driver of engagement. When asked if “my department/agency has taken action on results from the last employee engagement survey,” only 24% of respondents agreed with the statement. While some action may have taken place, it was not seen by employees. This must be a strong area of focus leading up to the 2017 survey.
The 2015 Employee Engagement Survey provided a theme around the engagement level of all employees. Highly engaged employees are “Champions”… motivated, cooperative, loyal, willing to go above and beyond! The “Building Champions: Driving Engagement” campaign was developed to share stories of the work being done to inspire us all to be Champions in our work every day. In the coming months, we will continue to spotlight the work that is being done in response to the survey and share it citywide through the Denver Employee Bulletin and other communication channels. In addition, each agency/department assigns a communications point person from their survey team to facilitate communications within their organization.
Based on the citywide Employee Engagement Survey (EES) feedback heat map, there are a number of common feedback areas crossing several departments and agencies. Three EES subcommittees were formed to develop citywide action plan recommendations to address citywide action items. The top three action plan initiatives include Promotions, Training & Development and Appreciation.
Departments and agencies across the city have formed employee engagement action teams to address issues identified from the 2015 survey. View some of their internal communications and resources below.
The City and County of Denver had a 2017 employee engagement survey completion rate of 68%.
Thank you for joining the citywide friendly competition to keep us on track to meet the 100% participation goal: Take the Survey. Take the Cup! ROUND 2! Departments/agencies were grouped by size and we created five competitive classes: Heavyweight, Middleweight, Welterweight, Featherweight, and Bantamweight.
View the 2017 leaderboard to check on the competitive class for your department/agency. The daily leaderboard was posted each day at the close of business.