Internal - Faculty & Staff

Employee Engagement

In 2019 Simmons partnered with Gallup to examine faculty and staff engagement for the purposes of improving the employee and student experience organizationally, as well as important institutional outcomes such as student retention and persistence to graduation which are core to Simmons’ future.  Gallup conducted qualitative research with Simmons employees as a first step, to provide context for the forthcoming quantitative results.  Gallup researchers worked with Simmons leaders to develop a discussion guide that explored leaders’ experience as Simmons employees.

Quantifying Engagement

Creating a culture of engagement requires asking questions that drive performance. At Simmons, topics include exploration of Simmons’ workplace culture and concepts related to Gallup’s proprietary Q12 Employee Engagement Index. The Q12 index includes 12 distinct workplace elements including items that assess the extent to which employees’ most basic needs are met, their individual contributions, how they work in their teams, and the extent to which they are able to grow within the organization.

Graphic with a Triangle chart on the left with the words growth, teamwork, individual contribution,  and basic needs on the left and a chart with the list of engagement element questions on the left and employee need on right.

Read more information on the Gallup Q12 Survey.

Results

A bar chart of results that reads 30% of Simmons engaged (36% higher ed nationally), 53% at Simmons (49% higher ed nationally), 17% actively disengaged (15% higher ed nationally).

Engaged Employees are highly involved in and enthusiastic
about their work and workplace. They are psychological “owners,” drive performance and innovation, and move the organization forward.
Not Engaged Employees are psychologically unattached to their work and company. Because their engagement needs are not being fully met, they’re putting time — but not energy or passion — into their work.
Actively Disengaged Employees aren’t just unhappy at work — they are resentful that their needs aren’t being met and are acting out their unhappiness. Every day, these workers potentially undermine what their engaged coworkers accomplish.

Reports

2019 Engagement Report

2019 COVID-19 Pulse Report

Resources for Managers

Gallup Access

With Gallup Access, managers have access to

  • Their team’s overall engagement score (Grand Mean) and how it compares to the University, and Gallup’s Higher Education database.  
  • An intuitive dashboard, with scores for each of the Q12 survey questions, and how they compare to Gallup’s Higher Education database.
  • Gallup’s extensive library of articles and research materials.

Access Gallup Access

Leadership Insights

Leadership Insights for Readiness to Return to Work Pulse

Leadership Insights for the COVID-19 Pulse

Simmons Brand

Initial market research was conducted with undergraduate students in 2020. The research findings are currently being analyzed, but show that the Simmons brand is most closely associated with being a Boston college and a women’s college; however, the stated importance of these attributes are not among the most important uncovered in this phase of research. 

More to come as the research is more closely examined.