Employee Engagement Survey Update

October 2019

As the leaves start to turn and the weather cools, we usually find ourselves looking out for the Employee Engagement Survey coming through our inboxes in October. The information we, as a leadership team, learn from those surveys is invaluable and we use your responses to inform and coach existing and future managers and leaders about opportunities to improve the work environment and better support their teams.

That said, after a review of the survey process and the follow up to each year’s survey that informs leadership training, we have determined that the engagement survey will now be offered to staff every two years which means the next survey will come out in 2020.

We are grateful for the participation on each of your parts last year and we’d like to share some of the ways in which we’ve used your feedback.

The Engagement Toolkit (available by alphabetic listing on Insite) has been completed and is full of videos, testimonials and resources to support managers and leaders as well as their teams. From Career Development to Recognition to basic Work Tasks, there are resources that could benefit each of us and I’d encourage you to take a look if you have not already and share your successes in the Success Story section.

This year, we will continue to work with our managers, new and established, to build action plans for team engagement. We are committed to building senior leadership capacity in data interpretation and identifying areas to employ and implement those action plans. The Human Resources leadership team will work with, and support, senior leadership in driving improvement for their teams.

Engagement remains an important organizational priority for the WRHA. With the changes across the system coming to a close this provides us the perfect opportunity to focus on ourselves and our teams to strengthen and support them because the success of all of these changes depends on the teams that work across our system: our success depends on you.

We look forward to employing these action plans and to your feedback next year on how these efforts have taken shape. In the meantime, I’d like to personally encourage you to make the most of this process, your feedback is invaluable to improving the way we work together across the system – don’t wait until the survey comes out next year to share your ideas or suggestions. Bring them forward to your manager or leadership team. We’d love to hear what you have to say.

Gary Williment
Chief Human Resources Officer

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