Employee Engagement Survey

Get ready for the 2024 Yale Employee Engagement Survey—open from Monday, November 11 through Monday, December 9, 2024. This survey, which takes only six minutes to complete, enables staff to provide feedback on areas including engagement, belonging, future vision, change and innovation, growth and development, performance enhancement, teamwork and collaboration, manager relationship, recognition and reward, workplace and well-being, and other open-ended questions, as well respond to self-identified demographic items.

For questions, contact deborah.stanley-mcaulay@yale.edu or benjamin.walter@yale.edu.

Survey Goals

  1. Discover ways to improve and enhance employee engagement at Yale.
  2. Reach a survey participation rate of 72 % or higher. 
  3. Develop and execute departmental action plans, each led by the respective unit’s leader and designee(s), to address identified areas for improvement.
  4. Boost employee engagement and foster a workplace of trust and growth.

Survey Benefits

  1. Gets everyone on the same page.
  2. Provides all staff with a chance to share opinions, ideas, and experiences regarding the health of the organization (Yale) and their individual units.
  3. Offers leaders insight into staff experiences more broadly, by department, and across demographics.
  4. Acts as a roadmap for institutional progress and change.
  5. Gives employees a voice, helping them feel valued and involved in decision-making.
  6. Identifies underlying issues like dissatisfaction, lack of resources, or workplace conflicts that may not be visible otherwise.
  7. Uncovers communication gaps, improving information flow between management and employees.
  8. Highlights concerns that, when addressed, can improve workplace morale and job satisfaction.
  9. Tracks change over time to measure the effectiveness of initiatives and related adjustments.
  10. Reduces turnover and improves retention by understanding and addressing employee needs.
  11. Promotes inclusivity by identifying if certain groups feel marginalized and fostering a more inclusive environment.
  12. Ensures employee goals align with the organizational objectives, leading to better performance and outcomes.
  13. Strengthens company culture, making it more cohesive and aligned with organizational values.