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!