First, it’s important to communicate early and often so employees understand that their engagement is a priority for your agency. As leaders, you are responsible and accountable for your agency’s engagement, but you can’t do it alone. It is incumbent on your managers and your individual employees to contribute to overall organizational engagement. Here are some ideas to consider:

The ADOA Human Resources team is working with our colleagues in the Government Transformation Office to host a webinar on July 9 from 1:00-2:30 p.m. to answer questions and walk you and your engagement champions through the toolkit. We will be sending you an invitation to attend the webinar, and please forward it to your engagement champions and others you would like to attend. Later this summer, we also plan to make available a series of short videos on engagement topics that you and your teams can review at your convenience.

While the engagement survey does result in a score, we generally recommend avoiding comparisons except when comparing one’s own score with prior years’. Various organizational units within your agency should not view engagement as a competition to outperform each other. Teams have their own unique characteristics and circumstances that can impact engagement. Ideally, your goal is to support all of your teams to be successful and maximally engaged to perform at their best. Creating opportunities for collaboration and idea sharing, of course, is strongly encouraged. 

To start, we recommend working closely with your Chief Human Resources Officer (CHRO), HR team, or other survey points of contact to extract and share data based on the agency-designated organizational breakdowns that were requested for this survey. They are familiar with the naming conventions displayed in the breakdown fields to capture the complete set of results for a given organizational unit, such as a division or section.