University Supervisors' Meeting: October 16 Resources

Summary of Engagement Strategies to Empower Yourself and Your Team: Key Meeting Insights

The October 2025 supervisor meeting addressed employee engagement and morale, one of the most requested topics. Beverly Pérez-Mercado, Learning and Organizational Developement Specialist and Jasmine Mayes-Browning, Talent Development Specialist presented the Situational Leadership Model and PACS framework (Purpose, Autonomy, Connection, Skills) as practical tools for maintaining team engagement. Chris Dominiak, Assistant Director of Benefits, provided 2026 benefits open enrollment updates, and Tanya Gonzales, Human Resource Generalist III reminded supervisors about vacation carryover deadlines. Download the PowerPoint Presentation, watch the meeting recording, or review the key highlights and takeaways below.

 

Employee Engagement Frameworks and Strategies

Situational Leadership Model

Framework for adapting leadership style based on employee competence (skill level) and commitment (motivation/confidence) for specific tasks. The four styles are:

  • Directing: High direction, low support for employees new to tasks
  • Coaching: High direction, high support for developing employees needing encouragement
  • Supporting: Low direction, high support for skilled but disengaged employees
  • Delegating: Low direction, low support for high performers with full competency and commitment

Key insight: An employee may need different approaches for different tasks or situations.

Communicating Through Uncertainty: "What I Know" Framework

Three-part structure for transparent communication when information is limited:

  1. Share factual information you have
  2. Be honest about what you don't know yet
  3. Focus on what you can commit to within your control

Creating Psychological Safety

Balance dialogue with solution-focus through:

  • Creating space: "I want to hear what's on your mind."
  • Setting boundaries: "I may not be able to change everything, but I can listen and advocate."
  • Validating while staying action-oriented: "Let's spend 10 minutes on concerns, then move to problem-solving."

PACS Model for Motivation

Purpose & Meaning: Connect daily work to impact by sharing the "why," telling impact stories and celebrating results.

Autonomy & Voice: Let employees choose how to accomplish goals, ask for input on processes, give project ownership, offer flexible scheduling where feasible.

Connection & Recognition: Provide specific (not generic) recognition, facilitate peer recognition, conduct regular check-ins beyond task status, implement no-cost team building.

Skills & Growth: Connect employees to learning resources, offer stretch assignments and cross-training, facilitate job shadowing and skill sharing, frame development as within employee control.

Addressing Disengagement

Use Observable Behavior Approach: Focus on specific observable behaviors rather than assumptions. Example: "I've noticed [specific behavior]. Can you help me understand why this is occurring?" versus "You seem unmotivated."

Supervisor Self-Care

Taking care of yourself should not be optional; it should be seen as part of a supervisor's job description. It is that important. How to practice self-care at work: 

  • set boundaries
  • connect with peer supervisors
  • focus energy on controllable factors
  • use your vacation time to recharge

Remember: Your well-being directly affects your effectiveness as a leader. You can't model resiliency or engagement if you're running on empty.

Key Takeaways

  • Different employees require different approaches based on competence and commitment levels.
  • Focus on what's within your control: how you communicate, support growth and create environment.
  • Use "What I Know" framework for transparent communication during uncertainty.
  • Apply PACS Model (Purpose, Autonomy, Connection, Skills) for practical motivation.
  • Address disengagement with observable behaviors, not assumptions.
  • Supervisor self-care is strategic, not selfish.
  • You have more influence than you think.

Benefits Open Enrollment (Oct. 28 - Nov. 7, 2025)

Major Plan Changes:

  • Triple Choice plan replaced with new PPO plan featuring no in-network deductibles and no premium increases.
  • HSA bank is changing from Optum to Inspira with automatic balance transfer.
  • Dependent life insurance coverage expanded from $5,000 to $50,000 maximum.
  • True open enrollment allows life insurance increases to the plan maximum without medical evidence.
  • FSA dependent care contribution limit increased to $7,500 (first increase in 40 years).
  • Life insurance and short-term disability premiums are decreasing.

Resources: Open Enrollment webpage | Benefits Open Enrollment In-Person Expo: Thursday, Oct. 30, 8 a.m.-2 p.m., Student Union, Grand Ballroom featuring vendor representatives, health screenings, flu shots and retirement consultations.

Contact: hrsolutions@arizona.edu or 520-621-3660

Vacation Carryover Reminder

Key Information:

  • Maximum carry forward: 320 hours (postdocs: 1.5x annual accrual)
  • Deadline to use excess 2025 hours: Jan. 4, 2026
  • Benefits of vacation: Restores energy, boosts creativity, improves productivity, strengthens relationships, reduces burnout

Supervisor Actions: Check staff vacation balances in UAccess, encourage time off usage, start planning conversations now, use shared calendars for coordination and don't forget to be the example! Take time off for yourself and your own self-care.

Resource: hr.arizona.edu/pto | PowerPoint slides

Next Meeting

Date: Nov. 20, 2025
Topic: Change Management Strategies
Guest Speaker: External presenter from Education Advisory Board (EAB)