People are at the core of what we do. The theme of this year’s survey was “Better Because of You” and Fairview truly believes that. Our organization is filled with incredible people who are motivated to serve others. The People category explores the relationships that exist between team members. This includes peer-to-peer, direct leader relationships, and the connection to senior leadership.

Fairview’s Strengths and Opportunities

• Strengths:
  • Overwhelmingly, people across the organization cited their team as a strength of the organization in their comments.
  • Every question that related to our immediate supervisors rated higher than the national healthcare norm
• Opportunities:
  • While we improved our score over last year, communication between teams continues to be an area that the organization could focus on.
  • The survey shows, however, that our teams don’t feel that same connection to other parts of the organization, including senior leaders.  Senior leaders will be working hard over the coming year to continue building trust and confidence with our teams as we work together to build a world class healthcare organization.

Fairview is a mission driven organization. Our Mission Statement says, “We are driven to heal, discover and educate for longer, healthier lives.”  The Purpose category measures our understanding of the mission, vision, and values of the organization and how each of us fits within the organization.

Fairview’s Strengths and Opportunities

• Strengths:
  • Employees have a clear understanding of how their work impacts the customers they serve. This score is well above the national healthcare norm.
  • Fairview’s DE&I work appears to be having an impact as the organization saw an increase over 2021, closing the gap with the national healthcare norm.
• Opportunities:
  • Many employees expressed they do not feel valued as individuals. Even though we are a large company we want everyone to feel valued as a member of the Fairview. On our team, I will work to be sure each of you knows how important you are to what we do.
  • The mission, vision, and values of the organization, including the behaviors expected to be successful, are not always totally clear to employees. We have an incredible mission. We must help our teams better understand the mission and their role in accomplishing the mission.

The Reward category encompasses the intrinsic and extrinsic rewards an individual receives as an employee of Fairview. Intrinsic rewards are the rewards that are more internal to an individual such as career growth and development. Extrinsic rewards are those things we receive from the organization such as our pay and benefits.

Fairview’s Strengths and Opportunities

• Strengths
  • Our people showed an improved understanding of the performance management process including what skills need to develop for advancement.
  • Our team members identified that they could connect their goals to organizational strategy. This means we understand how our work connects to the organization’s goals for success and are “rowing in the same direction.”

• Opportunities
  • Team members identified the desire for more development and career advancement opportunities.

A survey to everyone at Fairview cannot measure the specific tasks of every role in the organization and we know that our work is always changing. Instead of measuring what we do, the Work category focuses on how work gets done. To be effective, we need strong communication about our work processes and the changes that impact us. We also need to know how to adapt to these changes. Finally, we need to know our workplace is safe and that we are supported in speaking up when we see something wrong.

Fairview’s Strengths and Opportunities

• Strengths
  • Communication is a concern in many organizations. Compared to last year, Fairview saw an increase in team members feeling informed on matters that affect them. This is a positive trend. Our organization focused on creating effective processes which led to a significant increase in this area. Good processes drive better outcomes; this increase is good news.
  • People overwhelmingly feel they can report dishonest or unethical behavior. This was a new question in 2022, and we exceeded the healthcare norm.

• Opportunities
  • The organization has gone through substantial change over the past few years. Change management remains a concern from identification of changes to the implementation of those changes.
  • Fairview is taking steps to better manage current and future changes.

Employee Engagement Survey Results for Leaders FAQs  – Find answers to our most frequently asked questions about the engagement survey

What’s New With the 2022 Fairview Employee Engagement Survey?   – Learn about what’s different about the 2022 survey and how it compares to 2021.

Engagement Survey Leader To-Do List – This to-do list will help leaders understand how to plan, share survey results and create goals. It also explains what resources can help support.

Employee Engagement Survey Technical Guide – Your resource for support on how to use WTW and Talent Connect to suppor your team’s employee engagement survey work.

Action Library Look Up Tool (.xlsx) – Our survey vendor, WTW, provided this list of example action items teams can take on to improve engagement.

Employee Engagement Leader Discussion Guide – Use this guide to help you plan and host your survey discussion with your team.