Visionary Healthcare

I tell each new employee at PVHS that this needs to be the single best job they have ever had.  The reason, of course, is because we expect that they will give the best service our customers have ever had, so it only seems fair that I do may part first by making this their best job ever.

To make sure that happens, our innovative Human Resources Department (thanks Jennifer and Shawn) has developed a monthly publication called “Engaging Employees: Strategies and Stories from the Frontline.”  This is one of a number of great things several people do to help us provide a good workplace, and I wanted to share the March 2011 edition.  So…here it is.  In a few posts I’ll share with you our employee turnover rate and let you determine if we are making good on my promise to employees.  Here is March edition (thanks to Karen Martin at Medical Center of the Rockies for her great leadership here):

Best Practices from MCR Perioperative Services

While there is no secret formula to engage and motivate employees, the approach being used by Karen Martin, MCR Perioperative Services, is working in their corner of the world. She uses a quasi-servant leadership method – which she refers to as a collaborative leadership style. This approach includes knowing the people you work with as the foundation to building a top-notch team.

There are four major areas in this collaborative approach to engaging employees highlighted below:

1. Approach problem-solving in a collaborative manner:

• Leaders in the MCR Perioperative area work with employees to find solutions to problems, asking for their input, understanding perspectives shared;
• Keeping them updated on the solution or the status;
• The goal is to understand what is working well for staff and what could be working better – armed with this information, these leaders can make employees’ jobs as easy and satisfying as possible;
• Demonstrate humility in the process, including owning and learning from mistakes;
• Continuously learning and growing—status quo is never okay.

2. Communicate often and openly:

• Communication with staff is the top priority for this leadership group, with a focus on listening and responding;
• They are as transparent as possible, sharing yearly department goals (which were developed with staff input), financial updates, Avatar scores, and key strategic information;
• An email jam-packed with miscellaneous updates goes out to all staff 1-2 times a month;
• Purposeful and frequent rounding is the routine.

3. Show appreciation regularly:

• Say thank you to employees regularly;
• Use the R&R program;
• Recognize accomplishments in team meetings;
• Say thank you, again!

4. Lead through change effectively:

• Changes present many challenges; strong, collaborative leadership helps others navigate change with minimal issues;
• It is important for leaders to by physically present during change to gain input, build trust, and facilitate understanding.

Read Full Post »