Employee Engagement at JHU

Engagement is not a measure of happiness or satisfaction;
rather, when measured and focused correctly,
engagement is about providing employees with
the direction, clarity, encouragement, and growth they need to perform at their best.


Our approach to engagement

Engaged employees feel that their job is well-defined and important, and their efforts are effective and appreciated. They are committed to the university’s goals, and are more productive, motivated, and dedicated to achieving excellence.

Our goal – in support of the president’s Ten by Twenty vision for the university – is to attract, develop, and retain a talented and diverse workforce of engaged employees.

Using the Gallup survey to build engagement

To institute the programs and processes that support an engaged workforce, it is important to understand how employees feel about their work environment now, and what areas can be improved. Johns Hopkins has enlisted the Gallup Organization to conduct a survey to provide the information managers need to develop an effective engagement-building strategy. The survey was administered in 2012 and 2015, and based on those results the university has made changes, including expanding leadership development across the university and renewing our focus on clear goal-setting and skillful performance assessments. Schools and departments have also taken action based on past survey results.

The 2018 Gallup survey closed on March 25, and nearly 30,000 Johns Hopkins University and Medicine staff members (over 70%) took the time to provide their input. Thank you to all of you who participated! Your input will help the university continue our efforts to pursue employee engagement in a sustained way over time. It will also help area managers incorporate best practices for engagement into their process and daily interactions with staff. All in all, your input will help us build a better place to work.

In the coming weeks and months, university leadership will be reviewing the survey results and will identify focus areas where improvements can be made. Area leaders will use their results to create action plans to increase employee engagement among their teams. The goal is to use your input to continue to affect positive change in the organization.

Are you a manager? Get information and resources here

About the survey

Get answers to common questions about engagement and the survey process [PDF]

Read more about survey confidentiality [PDF]

Learn about the 12 standard Gallup questions and how they are used to measure engagement [PDF]

Question 1: I know what is expected of me at work [video]
Question 2: I have the materials and equipment I need to do my work right [video]
Question 3: At work, I have the opportunity to do what I do best every day [video]
Question 4: In the last seven days, I have received recognition or praise for doing good work [video]
Question 5: My supervisor, or someone at work, seems to care about me as a person [video]
Question 6: There is someone at work who encourages my development [video]
Question 7: At work, my opinions seem to count [video]
Question 8: The mission or purpose of my company makes me feel my job is important [video]
Question 9: My associates or fellow employees are committed to doing quality work [video]
Question 10: I have a best friend at work [video]
Question 11: In the last six months, someone at work has talked to me about my progress [video]
Question 12: This last year, I have had opportunities at work to learn and grow [video]

Read more about each element and how it affects the engagement hierarchy [PDF]

See why engagement is everyone's responsibility [PDF]