Ideas fly during kickoff for Voices of the Staff initiative

What would you say to President Mary Sue Coleman if you were on 45-second elevator trip with her?

A group of University employees got the opportunity—of sorts—last week during an event to launch the Voices of the Staff initiative, a program that gives staff members the chance to help identify major employee concerns and put them on the agendas of top University officials. The topics spanned benefits, career development, diversity, environmental stewardship, culture, pay equity, parking and overall health and wellness.

Suzanne Bade (left), a senior clinical specialist and senior ergonomics consultant for MWorks, tells President Mary Sue Coleman that the University needs to inform employees about resources and benefits available to them. Bade was one of about 200 employes who participated in the Feb. 9 launch of the Voices of the Staff initiative at Palmer Commons. (Photo by Paul Jaronski, U-M Photo Services)

About 150 University employees participated in the Feb. 9 event, which was held in a Palmer Commons reception room. Participating employees separated into 21 issue-specific groups of 6-15 people each to discuss concerns and solutions. A moderator scribbled notes on an easel, which will be used to compile a more thorough report of the meeting for the University leadership.

After the discussions, representatives from each group took their thoughts to the president during a mock elevator ride that even ended with the chime of a bell.

Coleman, who stressed her commitment to employee input during her March 16, 2004 letter to Diversity Summit participants, said afterward that she felt improving communication and employee recognition to be common themes from the session. She praised the employees for their ideas and commitment to improving their workplace.

"I appreciate you taking time out," Coleman told the group. "This is important work for the University. You will have my support."

Coleman also echoed employees' interest in a diverse workplace.

"We need to keep asserting that this is important to us and the nation,'' she said. "It makes this a great place to work.''

Many staff members said the University could do a better job of informing employees about benefits and resources available to them, such as automobile purchase discounts.

In one mock elevator trip Latreece Taylor, a security investigator for the U-M Health System (UMHS), said employee voices need to be heard. She represented the ethics and accountability group, which suggested sensitivity training for employees and more opportunities to give feedback about workplace conditions.

"We need to facilitate an environment where everyone feels valued and listened to,'' Taylor said. "Staff empowerment needs to be supported."

In another trip, Suzanne Bade, an MWorks senior clinical specialist and senior ergonomics consultant, joked that she and Coleman should take the stairs to discuss the issues raised in the health and well-being group.

Individuals in the group discussed more scheduling flexibility for parents, difficulty getting ergonomic keyboards, poor air circulation in some buildings, more access to fitness facilities and mental health options, and the need to support and promote workday breaks.

Other groups tossed around ideas for recognizing outstanding performance, such as awards for good attendance, merit compensation, tuition reimbursements, last-minute day care options for employees on campus, healthy options in vending machines and increased awareness of the number of male caregivers in our community.

The benefits groups attracted the biggest crowds of individuals voicing concerns about things such as flexibility in health and dental insurance and the desire to be better informed about benefit restrictions.

Laurita Thomas, associate vice president and chief human resource officer, said satisfaction goes up when employees are asked what matters to them. She assured the group that the University is listening to them.

"I think you've given the HR department a mandate for at least a couple years,'' Thomas said "We commit to you that we will honor and respect what you said and what we learned today.''

Some participants, who also included employees from U-M-Dearborn and U-M-Flint, volunteered to be part of the launch. Next month, up to seven specific topics will be announced based on input from the Feb. 9 meeting and will become the focus areas of the VOICES network groups for 2005.

In early March, employees interested in volunteering to serve on one of several of the network groups can obtain an application from the Voices Web site. Individuals must have worked for the University for at least one year and will serve terms of 1-2 years.

Members will be selected from the pool of applicants to create a microcosm of the staff community demographics, including work areas, gender, ethnicity and union representation.

For more information, visit the Voices of the Staff Web site at http://www.voices.umich.edu or send e-mail to staff.voices@umich.edu.