See topics forEmployee Engagement Survey
As UConn Health prepares for the 2026 Employee Engagement Survey, it's important to reflect on the impact employee feedback has had across our organization.
For nearly a decade, employees have shared their experiences, perspectives, and ideas through the Employee Engagement Survey. Those insights have helped leaders better understand what is working well, where challenges exist, and how we can continue improving the employee experience.
In 2024, more than 3,000 employees participated in the survey, helping UConn Health achieve its highest engagement score to date and providing valuable feedback that continues to inform improvement efforts across the organization.
Employee feedback matters, and the results demonstrate that progress happens when we work together.
Steady Growth in Engagement
Employee feedback continues to make a difference.
In 2024, UConn Health achieved its highest engagement score to date — 3.95 — a statistically significant increase from our previous survey and a reflection of the progress made across our organization.
Since our first Employee Engagement Survey in 2016, engagement scores have steadily improved, rising from 3.67 to 3.95 in 2024. The results demonstrate meaningful progress over time and reflect the collective efforts of employees, leaders, and teams working together to strengthen the employee experience.
The 2024 response distribution also showed that a strong majority of employees are engaged or highly engaged, providing a solid foundation as we continue to grow and evolve.
How We Compare
Employee feedback has helped UConn Health make measurable progress, not only internally, but in comparison to peer organizations.
In 2021, UConn Health trailed both the National Academic Health Care benchmark and the broader National Health Care benchmark. By 2024, our engagement score increased from 3.73 to 3.95, surpassing the academic benchmark and narrowing the gap with the national average.
These results reflect meaningful organization-wide improvement and demonstrate the value of listening, learning, and taking action based on employee feedback.
What We've Learned
The 2024 survey provided valuable insight into the employee experience and highlighted areas of meaningful progress.
Of the 62 survey items tracked over time, 38 showed statistically significant improvement since 2021.
Areas of Strength
- Improved perceptions of staffing adequacy
- Increased trust in leadership
- Greater willingness to recommend UConn Health as a place to work
- Higher intent to stay with the organization
- Stronger perceptions of career development opportunities
Opportunities for Continued Focus
- Strengthening employees' sense of connection with coworkers
- Improving communication between faculty physicians and administration
These findings help leaders focus on what matters most and guide improvement efforts across the organization.
What We've Done
The 2024 Employee Engagement Survey provided valuable insight into the experiences of employees across UConn Health. Those findings continue to inform efforts to strengthen communication, engagement, well-being, and connection throughout the organization.
Several initiatives reflect our ongoing commitment to supporting employees and fostering a positive workplace culture.
Strengthening Communication and Connection
Employees told us that communication, visibility, and connection matter. In response, UConn Health has continued to invest in opportunities that bring leaders and employees together, including Senior Leader Rounding, Dr. Andy's CEO communications, employee forums, and other efforts designed to strengthen transparency, dialogue, and engagement across the organization.
Celebrating Our Workforce
Recognition plays an important role in creating a positive employee experience. Programs such as Proud to Be UConn Health, PAWS and TEAM Awards, and Employee Appreciation Week help celebrate the contributions of employees across our organization and reinforce a culture of gratitude and belonging.
Supporting Employee Well-Being
Employee well-being remains a strategic priority for UConn Health. Resources such as the Well-Being Index, Wellness Center, wellness programming, peer support initiatives, and expanded well-being resources help support employees both personally and professionally.
Investing in Employee and Leadership Development
Survey feedback consistently highlights the importance of growth, development, and leadership. UConn Health continues to invest in employees through programs such as the Transformational Leadership Series (TLS), New Employee Orientation, department onboarding initiatives, and leadership development opportunities, that support success of our workforce.
While progress has been made, the work continues. Employee feedback remains one of the most important ways we understand the experiences of our workforce and identify opportunities for continued improvement.
