Best Christian Workplaces "Pulse Survey" Results

The Office of Human Resources at Bethel reports that the results from the Best Christian Workplaces “Pulse Survey,” administered in May 2012, are in and contribute to understanding levels of satisfaction and engagement in the Bethel workplace. This 15-question survey included a subset of the larger Best Christian Workplaces survey that Bethel last participated in during fall 2010. These questions target the key drivers of employee engagement such as: sense of alignment with institutional mission, effective leadership, sense of personal growth and work satisfaction, and sense of community support.

The overall participation rate (44%) was the same in 2012 as in 2010. To draw meaningful comparisons, the Best Christian Workplaces Institute (BCWI) only compared the 2010 scores for the same 15 questions used in the 2012 survey. Overall, the aggregated “engagement” and “satisfaction” score for Bethel decreased slightly from 2010 to 2012. This focused survey allows a closer analysis of concerns in individual units and opportunities to respond, says Cara Wald, associate director of human resources.

Bethel faculty and staff report the institution is succeeding at creating a positive workplace environment in areas such as:

• Colleagues are highly committed to excellence in their work.
• Bethel’s mission and goals make employees’ work important.
• Employees know what is expected of them.
• Supervisors care about their employees.

Responses show lower satisfaction in the following areas:

• Recognition for good work and regular discussions about work progress.
• Openness to employee suggestions and encouragement of employees to be innovative.
• Overall management of Bethel

However, even among some of the highest scoring items this spring, responses show a noticeable decline in satisfaction since fall 2010 in:

• Colleagues are highly committed to excellence in their work.
• Employees know what is expected of them.
• Openness to employee suggestions and encouragement of employees to be innovative.
• Bethel has a winning strategy to meet the needs of those the University serves.

“This survey provides broad indicators of satisfaction and agreement, but does not suggest the factors that may contribute either to satisfaction or dissatisfaction,” explains Wald. “Department responses show significant variance. This suggests the importance of working to strengthen community engagement and satisfaction at the departmental level. As a result, a BCWI work group has been formed to lead the action planning efforts to enable ELT members and their department leaders to identify and address key opportunities for improvement,” says Wald.