A new document released by the Office of the Vice-President, People, Equity, and Inclusion highlights the key role leaders and managers play in fostering employee engagement.

“Academic and administrative leaders and managers across the University shape organizational culture, create the conditions in the work environment for faculty and staff to feel inspired, motivated, safe, and proud, and foster a sense of belonging,” says Clinton Beckford, vice-president, people, equity, and inclusion. “A lot of great work is being done across the University to turn the Employee Engagement Survey results into action.”

According to the Conference Board of Canada, employee engagement positively impacts their physical and psychological wellbeing, increases productivity and performance, improves customer service, increases levels of innovation, and decreases turnover and absenteeism.

Marcela Ciampa, director of organizational and leadership development, says the document, “Fostering Employee Engagement,” outlines evidence-based practices clustered into six factors:

• impact and connection with senior leadership
• connection with managers and supervisors
• meaningful and challenging work
• growth and learning
• recognition and appreciation
• positive and supportive work culture

She encourages campus leaders and managers to use its ideas to reflect on practices they may wish to bring to their units in order to boost employee engagement in their teams. This document, which includes a self-reflection worksheet, can be found on the Employee Engagement Survey website.

The survey website also provides a snapshot of efforts by faculties and departments to turn the survey results into action.