Creating a Great Place to Work IHS Leadership Symposium April 19, 2011 Gwen Randall RN, MA Mary...
-
Upload
jordan-edwards -
Category
Documents
-
view
213 -
download
0
Transcript of Creating a Great Place to Work IHS Leadership Symposium April 19, 2011 Gwen Randall RN, MA Mary...
Creating a Great Place to Work
IHS Leadership Symposium
April 19, 2011
Gwen Randall RN, MA
Mary Hagen RN, MSN
Ninety-five percent of my assets drive out the front gate every evening. It’s my job to bring them back
» Jim Goodnight, CEO and founder of SAS
Creating a Great Place to WorkObjectives:– Describe the Great Place to Work (GPTW) model
and survey components– Explore strategies for taking action on survey
results– Discuss best practices for creating a GPTW
Looking for a Great Place to Work?
What is a Great Workplace?
Great Workplace is:– A place where people trust the people they
work for– A place where they take pride in what they do– A place where they enjoy the people they
work with
– Is this YOUR Workplace???
Great Place To Work© FundamentalsTwo Lenses
Trust Index©
Employee PerspectiveCulture Audit©
Management Perspective
Great Place to Work
Relationships you create matter!!
YOU are the critical difference between a very good company and a very great company.
Enhancing trust, pride, and camaraderie in the workplace is THE central task of effective leadership in today’s organization
Why GPTW survey?First and foremost, a robust model
Broadly applicable to workplaces of any type
Benchmarking with the 100 Best companies to work for
Comprehensive analysis and recommendations
Aspirational Culture to be a top performer
Fits with the Iowa Health System Strategic Pillar of Employee Excellence
Strategies to Boost Participation
GPTW Intranet buttonThank you couponsE-mail remindersDepartment contestsGPTW survey participation web link
2010 Participation = 87%
Tips for Interpreting Your GPTW Data
Potential Pitfalls– Data Denial– Analysis Paralysis– Explaining away the results
Learn from Data Move to Action
Written Comments– Note themes
Principles for Communicating Results in Your Work Groups
THANK associates for their feedback. Emphasize its importance in creating a great workplace.Share results with all associates in a positive manner, where both strengths and challenges that exist in the workplace can be discussed openly.Make It SafeClosing: Timeframe, Next StepsBest Practices:
– Start, Stop, Continue Tool for discussing feedback
– Facilitator assistance
When What Resources
February-March Share GPTW results with
staff Celebrate successes Get staff input on action
plan ideas as needed
Overview of results: Management Group February 17thGPTW Resource Packet
March-April Develop action plan as
needed Share plan with Director/VP
and staff
GPTW Help Sessions: Goal Development and Action PlanningMarch 8, 2011 9-10am Formal LoungeMarch 14, 2011 11am-12pm SSDCMarch 28, 2011 2-3pm SSDCRegistration thru Net-Learning
May-June Action plan implementation Leadership Group Action
Plan sharing session: May 3, 2011
Contacts: Gwen Randall Eric Suter Mary Hagen
July Great Place to Work Report Out: Session 1
See contacts above
Great Place to Work Timetable 2011
Additional Strategies
Individual Department Coaching
Great Place to Work Report Out
Best Practice Sharing
Best Practice Celebration
Management Group Retreat
Topics
Great Place to Work Results
St. Luke’s Best Practices
Senior Leadership Insight
Our Mission: To give the healthcare we’d like our loved ones to receive.
GPTW Best Practice Mini-Sessions
CAMARADERIE
CREDIBILITY
FAIRNESS
PRIDE
RESPECT
What Employees are Saying
Credibility
Communication – open and accessible
Competence – Competent in coordinating human and material resources
Integrity – Carrying out vision with consistency
Ted’s Forums
Commitment To Excellence Pyramid
2005 – BOP Staff Alignment Team Lives Up to Its Name– Behavioral-based Interviews– Extreme Makeover – Orientation– Performance Assessment Tool
2005 – Rediscovery: Mission, Vision, Values
2003-2004 – Re-building Trust and Communication
Our Journey: Engaging Our Associates
Respect
Support – Supporting professional development and showing appreciation
Collaborating – Collaboration with associates in relevant decisions
Caring – Caring for associates as individuals with personal lives
Partnership with AssociatesMaking the Connection
Rounding for Outcomes
7. How are you proceeding w ith your personal goals? Is there anything I can help you w ith right now ?
6. Are there 1 or 2 people I should recognize for doing great w ork and w hy?
4. How do you contribute to the mission of the organization?
5. Tell me about a time w hen you have been recognized.
2. What have you done/accomplished recently in your job/position that you are most proud of?
3. Tell me about w hat you're doing to promote great customer service? (Bedside Report, Intentional Rounding, AIDET, Take 5, Take 2)
1. Personal Connection
Stoplight toolThe stoplight tool is utilized when leadership receives suggestions from their staff. This is a good tool to ensure that the staff know that you heard them and that their suggestion has not been forgotten.
Recognition
Recognition cards
Difference between recognition and appreciation – measured separately
For significant accomplishmentsConsider sending a card
to their home.
Celebrating ExcellenceOur
Great Place to WorkCelebrities
Category: Top three departments with the Highest GPTW Scores:
Small Departments (less than 20 associates – more than 5)
Large Departments
DigestiveHealthCenter
A AvenueFloral andGift
ChildProtectionCenter
MedicalSocial Services
Imaging ServiceAdmin Intensive
Care Nursery
Category: Great Improvement
Laundry SpiritualCare
Cardiologists LC
Celebrations- Spirit of St. Luke’s
Celebrations – Red Dress Day
Education Dollars for Associates
$495,109$627,263
$895,751
$1,047,281
$1,197,298
$395,609$427,973
$-
$250,000
$500,000
$750,000
$1,000,000
$1,250,000
2002 2003 2004 2005 2006 2007 2008Continuing Education Tuition Reimbursement Bridges to Excellence
Our Journey: Engaging Our Associates
And Through the Years, A Growing Commitment to Development, Learning and Career Progression– Frontline Leadership Academy – St. Luke’s University– Bridges to Excellence– Certification Support– Nursing Residency Program– Great Leaders, Great Teams,
Great Results
Fairness
Fairness is the most difficult to master of the three building blocks to trust
Equity – balanced treatment for all in terms of rewards
Impartiality – Absence of favoritism in hiring and promotions
Justice – actions match your words
Pride
What the associate does matters in the organization
I contribute to something meaningful
Most positive of the dimensions
Pride in the job, team and organization
Heart Walk
Camaraderie
‘The people here are great”
Coworkers see them as complete individuals, with families and hobbies and passions outside of work.
Friendly work environment
Family feeling
Intimacy, hospitality and community
Badger Challenge
2008-2009 – The Magnet Home Stretch
Our Journey: Engaging Our Associates
2006-2007 – Determining Associate Engagement and Satisfaction with More Robust Approaches– Rounding for Outcomes– Great Place to Work Trust Index
2005 – Committing to the Magnet Journey
Breaking Out of the Pack…Across the Strategic Framework – Partnership with Associates
2009Only 5% of Hospitals
Earn Magnet Designation
Taking Everything Into Account, St. Luke's Is A Great Place To Work
88% 88% 90%
0%
25%
50%
75%
100%
2007 2008 2009
Matching
100 Best
Benchmark
The Journey Continues…
…what lies ahead is up to us!