We partner with our clients to achieve successful results. Join the movement of organizations experiencing engaged workplaces.
UPMC administers surveys to all 80,000 employees across 20 different hospital systems, doctors’ offices, clinics, and long-term care facilities to understand the employee voice.
Engaging PeopleTM
Multi-Rater Assessment
The DecisionWise Engaging People multi-rater assessment measures a series of leadership competencies that lead to improved employee engagement on a team. Each competency is based on the DecisionWise Employee ENGAGEMENT MAGIC model: Meaning, Autonomy, Growth, Impact, and Connection.
Meaning: Work has purpose beyond the job or task itself. Leaders help create meaning by sharing a strategic perspective with direct reports, helping individuals align what is important to them personally to the work they do.
Autonomy: The power to shape your environment in ways that allow you to perform at your best. Leaders directly impact the level of autonomy on their teams through clear expectations, delegation and empowerment.
Growth: Being stretched and challenged in ways that result in personal and professional progress. Leaders can help others grow by balancing employees’ desires to gain experience for the future with the business need to perform well at their current jobs.
Impact: Seeing positive, effective, and worthwhile outcomes and results from work. Leaders help employees see the impact of their work by establishing clear direction, recognizing and rewarding strong contributions, and providing feedback as to progress.
Connection: The sense of belonging to something beyond yourself. Leaders influence connection through personal relationships, encouraging teamwork and collaboration, and helping to cultivate the organization’s culture on their teams.
Fundamentals: Some competencies relevant to engagement do not specifically tie to any one ENGAGEMENT MAGIC® key. These competencies tend to span several or all ENGAGEMENT MAGIC® keys. These include communication, stress management, personal engagement, and trust.
For the feedback provided in the assessment to be useful, the behaviors measured must be observable and learnable. Each competency consists of three behaviors that can be both observed by raters and developed by participants. An executive-specific* version of the assessment includes a fourth behavior for each competency area.
When debriefing the multi-rater results one-on-one, the participant meets with a senior DecisionWise coach or internal facilitator to receive personal coaching on his or her feedback and development plans. This session helps the participant process the feedback and begin the development process. The meeting generally lasts 1.5 hours and can be conducted onsite or over the telephone. During these sessions participants will:
The DecisionWise employee engagement coach will follow-up with the manager 2 additional times. These 30-minute meetings will be 30 and 90 days following the initial debrief of results.
