Question

The HR director of a 6,000-employee hospital is meeting with the hospital's CEO about potentially conducting an employee engagement survey. The hospital has never conducted an engagement survey. The hospital's turnover is low, and it pays competitive wages and benefits. It is nonunion except for about 200 employees in its food service department. There is a sense that a baseline assessment of employee work environment perceptions and the employees' commitment to serving patients is needed.

While there is anecdotal evidence that employees are relatively satisfied with the work environment and committed to serving patients, employees have complained through the organizational hotline about lack of management support in some areas. Since other hospitals in the market have experienced union organizing activity, there is concern about possible unionization. While the CEO is interested in the survey, there is fear that it will raise employee expectations that the organization cannot meet, increasing employee dissatisfaction.
The HR director is planning a follow-up meeting with the administrator and an external consultant. The goal is to share with the CEO best employer practices in conducting engagement surveys, the positive benefits of using surveys to improve morale, and appropriate engagement strategies and practices to support managers in improving performance and productivity.
In developing the business case for the CEO in collaboration with the external consultant, which is the best action for the HR director to take?

A. Execute a formal contract specifying the consultant's relationship and expectations of engagement during the entire assignment.
B. Support the consultant in designing the engagement survey, providing appropriate guidance and feedback throughout the process.
C. Lead the engagement survey design, seeking coaching, support, and feedback from the consultant in managing obstacles.
D. Develop and present the business case, with the consultant's collaborative input during the development and presentation processes.

Answer 1

The most appropriate action for the HR director in conducting an employee engagement survey is to develop and present the business case in collaboration with the external consultant, ensuring that the project aligns with organizational goals while benefitting from expert guidance.

Step-by-step explanation:

Best Action for the HR Director in Conducting an Engagement Survey

The HR director of a hospital is considering conducting an employee engagement survey and needs to develop a business case for the CEO. The best action to take, in collaboration with an external consultant, is option D: Develop and present the business case, with the consultant's collaborative input during the development and presentation processes. This approach ensures that the HR director takes a leadership role in the project while leveraging the expertise of the consultant to mitigate potential obstacles and refine the business case. It's vital that the engagement survey is designed to accurately capture employee perceptions while addressing management's concerns about raising expectations.

Furthermore, by selecting option D, the HR director demonstrates initiative and ownership of the project's outcomes. This will likely include aligning the survey's goals with the organization's strategic objectives, such as retaining talent, preventing unionization concerns, and improving morale and performance. The consultant can advise on best practices, help interpret the survey results, and plan for post-survey actions. Collaborative efforts in designing and executing the survey ensure that buy-in is secured from key stakeholders and that the survey's feedback is actionable, ultimately leading to targeted improvements within the hospital.

Bringing the consultant into the process from an early stage, specifically during the development of the business case, will ensure that the hospital benefits from the consultant's expertise and external perspective. This collaborative approach can also help to pre-emptively address any potential concerns the CEO may have about the survey and its implications.