Employee Engagement Follow On

Posted on: May 18, 2018

I hope your week has gone well.  The campus is starting to wind down a bit, and at the same time we are gearing up for commencement on Saturday.  Thank you to the many ITS staff members who have been working behind the scenes to get ready and who will be on hand for this awesome event!  The campus appreciates it!

You likely remember taking the university-wide Employee Engagement Survey in 2017.  The survey was administered by the university’s Institute for Organizational Excellence.  The goal of the survey was to provide the university, our organization included, with valuable information that can help build upon existing organizational effectiveness and improve employee satisfaction.  We have been working to use our results to directly influence future organizational improvement projects.  Here is a bit of what we have been doing.

To address the results of the survey, ITS developed a series of working groups.  The teams identified the underlying behaviors and actions that influence the highest and lowest scoring items in the survey.  They used the results of the survey to further explore what ITS team members and leaders should continue, start, or stop doing to increase employee engagement.  From this effort, specific actions were identified that can be taken to help increase employee engagement in ITS.  We have begun to create a plan to implement those actions.  Each organization within ITS developed action plans based on their working team’s results.  These action plans were then merged to identify actions that were common across our organization and should be focused on at the ITS level rather than at the individual team level.  Here are the top five ITS-wide action initiatives identified by the working groups:

  • Build organizational understanding and communication of executive vision, goals, strategy, and how to implement these goals and strategy
  • Improve communication between teams, including increasing internal communications channels and the quality of external communication channels, ensuring leadership and teams stay on message on shared goals, and reducing alert fatigue
  • Increase staff training and funding for staff training to provide additional service coverage and development opportunities
  • Create and enhance personal development goals and define potential advancement planned for individual employees so that expectations and performance goals are clear, achievable, and rewarded
  • Develop a mentoring program to enable employees to enhance skills and engage with leaders and others in our workforce

From these initiatives, our leadership and teams across the organization will be developing action plans to create training and development opportunities and to improve our workplace environment.  Each team will also continue to work on their individual team action items. 

Thank you to everyone who participated in the surveys. Your voices are heard and your insights provide great value to all of us in ITS.  Please recognize that improvement is a journey; we will continue to update you on these efforts.

And speaking of setting and reaching goals, I want to give a huge congratulations to the Personal Network Access and Residential Network (PNA/Resnet) transition team.  PNA and Resnet have officially been transitioned off of Technical Resource Account Controls (TRAC) and onto UT ServiceNow.  Lots of work went into this transition.  So why the excitement?  It is on the path to allow us to retire TRAC toward the end of the year.  Many thanks to all of the team members who helped make the transition happen:  Pug Bainter, CW Belcher, Jeffrey Hauger, Shane Johnson, Mario Leal, Rey Loera, Kara Nicholas, Roshnee Ravikumar, Aaron Reiser, Autumn Shields, Cynthia Taylor, Mallory Walker, Jason Wang, and Jonathan Wong.  Congratulations, and thank you for your incredibly hard work!