Employee engagement is a measurement of an employee’s emotional commitment to an organization; it takes into account the amount of discretionary effort an employee expends on behalf of the organization.

Engagement is about the culture that we want. It is the exceptional experience we want to provide to our students, patients, staff, faculty, colleagues and community. Active engagement gets us there.

When employee goals are aligned with the organization’s strategic goals, and when employees work towards a standard of job performance excellence, and employees are engaged, the organization is able to create an exceptional experience for clients, community and the employees themselves.


Engaged employees are proven to be more productive, are absent less often, have fewer safety incidents and fewer patient safety incidents, among other benefits. Here are just some of the ways that engagement matters.

  • 41% Less absenteeism 41% less absenteeism
  • 70% fewer safety incidents 70% fewer safety incidents
  • 58% fewer patient 58% fewer patient safety incidents
  • 17% higher productivity 17% higher productivity
  • 10% higher customer metrics 10% higher customer metrics
  • Lower Levels Lower Levels of stress
  • Lower Levels Lower Levels of anxiety and depression
  • Lower Levels Lower Levels of bad cholesterol
How we measure engagement Programs and Events Engagement Ambassadors



Please contact any of the following engagement team experts for assistance with your engagement needs.

Monica Shaffer
Interim Sr. Director
Employee Engagement
UCI Enterprise

Kelly Shedd, MPH
Program Manager
Co-Worker Experience
UCI Health

Lisa Kawachino
Events Analyst
Employee Engagement
UCI Enterprise

Sarah Vann
Engagement Coordinator
Employee Engagement
UCI Enterprise


Engagement is the responsibility of every employee in an organization. Here is how responsibility for engagement breaks down, and some steps you can take to ensure engagement not only within yourself, but within your team(s).

  • Provide resources – human, technical and financial
  • Establish a culture of engagement
  • Provide overall direction, vision and removal of barriers
  • Reinforce values and direction
Managers & Supervisors
  • Create an environment in which engagement can happen
  • Connect people to the organization and set them up for success
  • Participate in action planning
  • Create the team’s culture
  • Create and implement goals and plans to drive engagement
  • Maintain their own engagement
  • Participate in and help to implement the team’s engagement goals
  • Support the engagement of others and the team