Transcript Journey to become a GPTW * Finley Hospital

Journey to become a Great Place
To Work At
Finley Hospital
Start of Journey
Why?
In 2008, Finley administration wanted to change
the culture. We want to create a great place for
patients to receive care, employees to work and
physicians to practice. (A Great Place To Work)
Employee Recognition
• Manager Tool kits
• Sending Thank you notes mailed to employees
home
• Employees birthdays cards mailed to
employees home
• Birthday with David at breakfast or lunch
• Caring Heart, You Make a Difference and Daisy
awards
• Employee to Employee recognition –kudos,
and Wow cards
Finley Thank You Notes
Finley Wow Note
Employee Recognition
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Employee Quarter Century club and dinner
Employee Service awards banquet
Employee Pictures and welcoming hallway
Job Shadowing employees by management
and administration
• Patient rounding by directors/administration
Service Awards Banquet
Employee Pictures
Communication, Input & Follow Up
• Implementing Studer principles, practices and
procedures
• Aligning organizational goals for all
• Developing employee standards of behavior
• Increase transparency of information
• 30 and 90 day follow up meetings with new
hires
Communication, Input & Follow Up
• Orientation/welcome strategies hospital and
dept level
• Employee rounding by directors/admin and
post report with outcomes to suggestions
• Directors including employees in decisions
impacting their jobs and work space
• Open Forums quarterly with follow up
questions
Communication, Input & Follow Up
• Focus Groups after survey to understand the
results and listen to employees suggestions for
improvement
• GPTW survey last year – developed action
plans in dept and hospital wide and
implemented the action plans
• Quarterly updates on hospital and monthly on
dept plans
Communication, Input and Follow Up
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Staff meetings monthly or newsletter
Operations Councils at dept level
Human Resources monthly newsletter
Directors and employees treating each
other beyond expectations (gift like)
• Peer Interviewing
Communication, Input & Follow Up
• Directors posting/share their daily
schedule with their staff
• In HR newsletter – highlight director so
employee get to know all of mgt team
even if they do not work with the
director
Benefits
• Methods of communication of benefits
changes last year
• Offering Health Savings Plan
• Educate directors more on all benefits to
assist employees
• Returned our match on 401(k) plan
Benefits
• Employee Incentive Program – Celebrate
Us Success – Aligned with strategic goals
• Computer Loans for employees
• Sharing our Employee Market philosophy
with staff
Social Events – Fun & team building
• Employee Activities committee
• Celebrate our successes and new
journeys
• Hospital week events
• Celebrating new physicians and retiring
physicians with staff and physicians
• Social events outside of work
Finley Employee Picnic
Wellness Activities
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Live Health Iowa
Welcoa Award – several items
Work Hardening Program
Employee fitness center
Employees Walking
Community
• Mission Meal – serve community and
communication
• Community events – Relay for Life,
March of Dimes, Heart Walk, etc.
• Mgt involved in Chamber and Greater
Dubuque Development Corp events and
boards
Heart Walk – Finley Team
Finley Journey – Road blocks
– Consistently between directors
– Ensure implementing items meaningful to all
employees
– Hardwiring changes – follow up and what is
measured gets done
– Lead by admin and mgt, but employees
involved
– Right Individuals on mgt team and hospital
team
Future Ideas
• Next Survey on May, 2012 and listen to
employees input/suggestions
• Reviewing Benefit changes suggested by
employees
• Social Media Ideas
• Communication methods/ideas