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We Popped the Question: Top 5 Lessons on Employee Engagement at EverBank

December 1, 2016 3 MIN READ

The results are in from our 2016 company-wide engagement survey, and not to brag, but they are fantastic. It’s been a pretty eventful year for us at EverBank, so as we share this news, we do so with a little extra dose of company pride. So what do the results, including thousands of individual comments tell us? They tell us that we’ve grown into a pretty great place to come and work.

We've always taken pride in our highly inclusive, open and collaborative company culture. And while there's always room for improvement, today, we celebrate. Then, tomorrow, we get back to work banging the engagement drum even louder. Because for all that our people have done and continue to do for us, it's the absolute least we can do.

Below, find out more about our commitment to employee engagement, and take an exclusive peek at a few of the stats from our 2016 engagement survey.

1. ASK

Seems pretty obvious, right? To truly gauge the engagement pulse of a company, it all starts with asking the right questions. At EverBank, we've been doing this via company-wide surveys since 2014, and we have no plans of stopping any time soon. This year, 2,452 employees completed the survey for an overall participation rate of 88 percent.

2. MEASURE

The next step is compiling the results and thoughtfully analyzing the data. As a relatively large company with people, offices and departments in various locations across the U.S., it's important that we assess the numbers and feedback not only across the company but also within and among teams and departments.

This year, we saw marked improvement from our 2015 survey, including across all 14 survey categories and indices.


Improvements Measured Across 14 Categories and Indices

Annual figures represent percent of employees who answered favorably

3. SEGMENT

Looking at the final overall survey results isn't enough, however. It's equally important that we take additional steps by breaking down the data by various employee segments such as geographic location and tenure with the company. This helps to paint an even clearer picture of employee sentiment. For instance, employees who've been here longer and are further along on their career ladder will generally rate career development-related questions more favorably than less tenured employees. Location-based segmentation lets us quickly determine if geographical discrepancies are skewing the results in one direction or another.

4. PLAN

Once we’ve isolated our shortcomings and areas for improvement, it’s time to do something about it. And over the past three years, our survey results have highlighted several key areas for improvement across the company, including increased communication and enhanced career development and planning. Rather than being complacent, however, we’ve come together as a team by working together to create action plans to address these areas of concern. And the extra effort is paying off.

The Positive Impact of Action Planning

Annual figures represent percent of employees who answered favorably

5. REPEAT

This isn't just about running surveys and heaping praise on increased engagement. It's about learning what we can do better for our employees. There are always going to be areas in which we can improve. We're not infallible. That’s why it's so important that we continue to gauge engagement each and every year, and then take action in the areas where action is warranted.

This year, EverBank performed 6.5 percent higher than the engagement index benchmark for the financial services industry. Clearly we’re doing something right. Want to find out more about working here? Visit the careers section of our company website today.

EverBank is a division of TIAA, FSB. TIAA, FSB is an equal opportunity employer. No associate or applicant for employment will be discriminated against on the basis of race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy (including childbirth, breastfeeding or related medical conditions where applicable), sexual orientation, gender, gender identity, gender expression, transgender, marital status, national origin, ancestry, physical or mental disability, requesting a reasonable accommodation based on mental or physical disability, medical condition (as defined by applicable law), genetic history and information, citizenship status, military or veteran status, or any other status protected by federal, state, or local law or ordinance or regulation.