Early in the first quarter, URAC fielded our employee pulse check survey. Participation was nearly 70 percent, which is impressive, given that it has been a number of years since we surveyed staff. A few weeks after we compiled the responses of the pulse check, the results were shared at an all-staff meeting. But that was just the beginning.

The effective use of satisfaction surveys requires more than simply tabulating and sharing results. If a survey is to be an instrument to improve employee engagement, much more work must be done. On March 30th, we further explored employee opinion through real-time polling. Staff was asked for opinions and preferences on a variety of issues that surfaced during the pulse check. Each of us was asked our opinion and we had the opportunity, through the polling, to see what our colleagues were saying.

 It was clear from our polling that we have a lot of common ground, and at one point, we saw people change their opinion upon seeing the opinions of others. The fact that we can be positively influenced by our colleagues is a sign of a healthy organization. Opinions count! How we communicate within the organization was a dominant theme – one we will explore further through a voluntary workgroup exercise. There were other preferences that surfaced, such as participation in strategic planning, and we will continue work on those as well.

I truly enjoyed being the facilitator of the process last week. I am constantly amazed at the candor, thoughtfulness and wit of those around us, and appreciate your willingness to share. More to come.