Employee Engagement Survey FAQs

    When launching an employee engagement survey, staff often have questions about the process, purpose, and outcomes. Additionally, their managers often have questions about the process, their roles, and the implications of the survey. Here are some frequently asked questions (FAQs) for each individual:

    Staff FAQs

    When will the survey launch and close?
    The 2024 Yale Employee Engagement Survey launched on Monday, November 11, and closes on Monday, December 16, 2024, at 5 p.m. Please note: the survey was extended by one week (it initially closed on December 9, and was extended to December 16). 

    Who is eligible to participate in the Employee Engagement Survey?
    The 2024 survey is open to benefits-eligible Managerial and Professional, Clerical and Technical, Service and Maintenance, and Police and Security staff who have been employed at Yale since September 10, 2024, or earlier. 

    Why are we conducting an employee engagement survey?
    Yale University is conducting an employee engagement survey to understand our work environment better and identify areas for improvement. Your feedback will help us create a more positive and inclusive workplace that supports everyone’s growth and well-being.

    How long will the survey take?
    The survey should take about six minutes to complete, respecting your time while gathering valuable insights.

    What types of questions will be asked?
    The survey will include questions about your experiences and perceptions on topics like engagement, teamwork and collaboration, belonging, growth and development, change and innovation, and more.

    How often will these surveys be conducted?
    We will conduct biennial Employee Engagement Surveys and periodic pulse surveys to track long- and short-term progress and continuously improve our work environment. Your ongoing feedback will be crucial in helping us measure the effectiveness of our efforts.

    Who will see my responses?
    Only survey administrators and third-party consultants managing the survey will access the raw data reported in aggregate form without identifying individual respondents.

    Are the survey results confidential?
    Yes, responses will be completely confidential. Our external partner, Perceptyx, will administer and host the survey on their secure external website. 

    Departments with fewer than 10 employee responses will have results aggregated to the next level in the organizational hierarchy. The survey is designed to gather feedback without identifying individual respondents, allowing participants to express their thoughts honestly and freely.

    Given that Single Sign-On (SSO) will be used to authenticate participants in the 2024 survey, will Yale University know if I have taken the survey?
    No. Yale University will not be able to determine which staff members have taken or not taken the survey. The data related to SSO does not inform the university of survey completion.

    When and how will the results be communicated?
    In February 2025, results will be shared in various ways, including written communications, town hall meetings, leadership meetings, and on the Employee Engagement Survey webpage on It’s Your Yale. Your leader will share unit-level results.

    How will the results be used?
    Leaders will analyze the results to create action plans addressing any issues and enhancing workplace culture. University-wide results will be summarized on the Employee Engagement Survey webpage.

    If I am the only person in my department with a specific demographic, such as gender, race, age, or military status. Can my responses be accessed and/or viewed by my manager or a Yale leadership team member?
    No. Responses by demographic groups (i.e., age, race, gender, military status, etc.) with fewer than 10 members are aggregated by rolling up to that data to prevent individual identification.

    Will there be any follow-up actions based on the survey?
    Yes. Leaders and their designee(s) will develop and implement action plans based on the results over the next two years, sharing progress updates regularly.

    Manager FAQ

    What is my role in the survey process?
    Encourage your team to participate and provide honest feedback, emphasizing that responses are confidential and that the survey is important in driving positive change. As your leaders and their designee(s) advance action plans and communicate results, please help to keep your teams informed.

    How can I ensure high participation from my team?
    Communicate the survey’s importance, address any concerns, encourage completion of the survey, and demonstrate your own participation.

    Will I see the individual responses from my team?
    No. Individual responses are confidential. Results are presented in aggregate form, with data only available when there are 10 or more responses.

    How will the results be communicated to me?
    A summary report will be provided to your leader and their designee(s). They will create a plan to communicate the results to managers and staff. Typically, this includes key findings at the division level and university-wide. This report will contain insights that your leader and their designee(s) may act on.

    How will the survey data be used to make changes?
    Leaders will analyze the data to identify trends and areas for improvement, creating action plans to implement changes over two years.

    What if some employees are hesitant to participate?
    Reassure them that their responses are confidential and emphasize the importance of their honest feedback for achieving meaningful improvements. Emphasize that there are no negative consequences for participating and that the goal is to create a better work environment for everyone.

    How frequently will these surveys be conducted?
    Biennial and periodic pulse surveys will be administered to track progress and ensure continuous improvement.

    Can I add or suggest a division-specific question?
    Not at this time. The 2024 survey focuses on core questions, but future surveys may include customized questions at the division level.

    How do I handle resistance from my team about the survey?
    Address concerns and misconceptions about the survey’s purpose or confidentiality, emphasizing its positive impact on the work environment. Reassure them that their feedback is critical for making meaningful changes.

    What if the survey results contradict my perception?
    Maintain an open mind, using the results to gain deeper insights into your team’s experiences and identify opportunities for improvement.

    What if the results are very positive?
    Continue to reinforce successful practices and seek opportunities to further enhance the culture, celebrating successes and building on them.