Riverbend Regional Health
Employee Engagement Trend Analysis (sample)
Current Index
69.8%
↑ 5.1% YoY Increase
Progress
15.0%
Overall improvement since 2023
Engagement
+92%
Increase in survey responses
Top Win
78.6%
Growth & Development score
Participation Trends
2023
54
Respondents
2024
77
Respondents
2025
89
Respondents
2026
104
Respondents
Engagement Summary
Riverbend Regional Health has demonstrated a consistent upward trend in employee engagement over the last four years. Organizational sentiment transitioned from a 2023 baseline of 54.8% favorability to 69.8% in 2026.
A primary driver for this progress is the Talent Utilization Index. Staff report feeling significantly more empowered to use their core skills compared to 2023 levels, which suggests internal roles are becoming better aligned with individual professional strengths.
Observation: Participation Momentum
Respondent volume grew from 54 participants in 2023 to 104 in 2026. This increase demonstrate growing employee trust in the feedback process. The fact that engagement scores continued to rise alongside participation suggests cultural improvements are pervasive across the base.
Engagement Trajectory
Weighted average of core engagement indicators.
Historical Metric Comparison
Percentage of employees who agreed or strongly agreed with statements below:
| Indicator | 2023 | 2024 | 2025 | 2026 |
|---|---|---|---|---|
Growth & Development "I have opportunities to apply my talents daily" |
51.8% | 75.3% | 75.4% | 78.6% |
Communication "My manager provides clear communication" |
71.2% | 75.3% | 61.2% | 66.7% |
Teamwork "The team works well together to achieve goals" |
56.6% | 44.2% | 65.2% | 64.3% |
Fair Treatment "Management treats employees fairly" |
40.5% | 35.1% | 50.8% | 52.4% |
Role Value "My role is valued at Riverbend" |
42.2% | 53.2% | 50.7% | 58.5% |
Recognition "I feel appreciated for the work I do" |
38.1% | 41.6% | 44.5% | 47.6% |
Retention "I'm likely to still be working here in two years" |
42.0% | 48.1% | 53.6% | 62.1% |
Compensation "Pay is fair relative to market" |
28.3% | 29.9% | 29.4% | 34.2% |
Priority Action Planner
Turning data into results. These focus areas are derived from the 2023–2026 trends.
Immediate Focus
High ImpactCompensation Benchmarking Audit
Sentiment regarding pay remains a primary risk. Conduct a comprehensive audit benchmarking internal roles against comparable healthcare organizations to ensure competitive market positioning.
Operational Huddles
Feedback points to workflow silos. Implement monthly cross-functional meetings to improve visibility across inter-departmental dependencies.
Sustain & Build
MomentumPeer Kudos Initiative
Perception of role value is rising. Formalize a peer recognition system to sustain this engagement momentum at the ground level.
Skill-Based Mentorship
Leverage high talent utilization scores by establishing a structured mentorship program. Pair experienced leaders with emerging talent to facilitate knowledge transfer and career pathing.
Regional Healthcare Benchmarking (2026)
This comparison illustrates how Riverbend Regional Health stands against comparable healthcare organizations in similar markets.
Interactive Data Inquiry Portal
Query anonymized engagement data specific to individual teams to identify localized trends.
Processing Team Data...
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