You Said—We Did: Actions Inspired by Your Input
Faculty feedback doesn't end with a survey. It drives an ongoing cycle of learning, action, and improvement across the CU Anschutz School of Medicine.
Every survey represents an opportunity to better understand the faculty experience and improve the workplace.
CU Thrive: Office for Well-being partners with department chairs, well-being leaders, faculty, residents, and institutional leaders to transform survey results into meaningful organizational change.
Rather than viewing well-being as a one-time initiative, we use a continuous learning approach that helps us identify opportunities, implement improvements, evaluate progress, and refine our efforts over time.
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Our Continuous Improvement Cycle
1. Listen
Faculty, residents, and fellows share their experiences through confidential well-being surveys and other feedback mechanisms.
2. Learn
Departments and School leaders review results to better understand strengths and opportunities.
3. Prioritize
Departments develop local improvement priorities while the Office for Well-being identifies opportunities requiring school-wide action.
4. Act
Departments and institutional leaders implement targeted initiatives designed to improve the work environment.
5. Evaluate
Survey results, participation, and ongoing feedback help determine what is working and where additional attention is needed.
6. Learn Again
Each survey cycle builds on the previous one, allowing us to continuously improve the faculty experience.
School-Level Actions
At CU Anschutz School of Medicine, we are acting on the themes raised in the Faculty Survey. These initiatives are designed to reduce burden, strengthen development, and foster a culture of well-being to create school-wide impact.
Modernizing Promotion
- Simplified promotion requirements and streamlined documentation
AI Documentation Support
- Piloted and expanded Abridge to reduce documentation burden
Reduced Email Burden
- Sunsetted the Academic Listserv (~140 fewer emails per faculty per month) and moved to the campus events calendar, with new digest options for personalized updates
Leadership Development
- Created new wellness-centered leadership development programs
Peer Support
- Expanded confidential peer support following difficult clinical events.
Faculty Community
- Advocated for a Faculty Lounge to strengthen connection and belonging
Policies for Faculty & Families
- Established a Family-Friendly Taskforce that informed the campus decision to provide paid parental leave starting on the first day of employment
Recognition & Celebration
- Created the Distinguished Clinician Award to honor faculty for outstanding clinical care, professionalism, and mentorship
Faculty Coaching
- Launched credential peer coaching to support professional growth and well-being
- Funded faculty-led projects to redesign work and improve the work environment
Building a Culture of Well-being
Together, these efforts are creating an ecosystem where well-being is embedded in systems, culture, and opportunities for growth.
Departmental Innovations in Action
Across the School of Medicine, Well-being Leaders are developing innovative approaches to challenges identified by their colleagues.
Looking Ahead
Improving organizational well-being is an ongoing journey. Each survey cycle helps us:
Understand the evolving faculty experience
Evaluate the impact of improvement efforts
Identify emerging opportunities
Continue building healthier workplaces where faculty can thrive
The next Faculty and Resident Well-being Survey will help us measure progress and shape the next cycle of improvement.