Engagement Overview

The U.Va. School of Medicine and Health System are committed to building a dynamic, supportive, and productive workplace. We have partnered with Gallup to help us gather valuable feedback from you and help us achieve meaningful change. The Team Member Engagement initiative is a great opportunity for you to share information that can directly and positively impact your work, your team, our School, and our Health System.

We invite you to let your voice be heard and participate in the Team Member Engagement Survey! As we move forward, we have tremendous opportunities to work together to strengthen our workplace and advance our clinical, education, and research goals.

You can review the items on the Team Member Engagement Survey here. And, new this year are brief 1-2 minute videos created by Gallup to explain the research and rationale for each Q12 question. You can view the videos here.

What is employee engagement?

Engaged employees are not the same as satisfied employees. Engaged employees are psychologically and emotionally committed to their work, their colleagues, and organizational goals. Engagement reflects the level of investment and commitment faculty and staff feel in the success of their teams, departments, the School, and the Health System.

Why does employee engagement matter?

Employee engagement can help us navigate the ongoing transformations in patient care, research, and education. These changes coupled with increasing public scrutiny and political and financial pressures on academic medical centers demand the very best we have to offer. Engaged teams are better able to consider these challenges, make tough decisions about how best to move forward, and collaborate to advance our core missions. Engaged employees and teams have a shared responsibility to address organizational challenges and understand that “we’re all in this together.”

Engaged individuals and workgroups are more productive, are more likely to stay with an organization, and are emotionally connected to the mission and success of an organization. Meta-analysis has found that top-quartile engagement work units have substantially better business outcomes than their bottom-quartile counterparts. This is seen in lower absenteeism and turnover, and higher safety, quality, productivity, profitability, and customer satisfaction.


The survey is completely confidential. Gallup assures that individual responses will not be shared with an individual’s supervisor or anyone at the UVA Health System. The results of the survey are reported in the aggregate. Responses are merged with those of your department-level colleagues. To ensure anonymity, results will not be reported on any group with fewer than five respondents.

What happens after the survey?

Results from the survey will be communicated to chairs and supervisors who will report back to departments and teams and encourage the next stage of the ongoing dialogue and action to ensure that the UVA Health System is a vital, supportive, and productive place to work. The most important work we will engage in is the workgroup conversations after the survey—faculty and staff input will be the basis for the actions work units pursue together to address areas that need attention and advance organizational goals.

It is important to note that the survey itself does not solve individual engagement issues. It is a tool, the beginning of a process that will assist us in focusing upon workgroup-based challenges, helping to create action planning at the workgroup and department levels, and providing us with recommendations for change at the School and Health System levels.