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 Work
Objectives:
– 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© Fundamentals
Two Lenses
Trust Index©
Culture Audit©
Employee Perspective
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 button
Thank you coupons
E-mail reminders
Department contests
GPTW 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
Written Comments
– Note themes
Move to Action
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 Safe
Closing: Timeframe, Next Steps
Best Practices:
– Start, Stop, Continue Tool for discussing feedback
– Facilitator assistance
Great Place to Work Timetable 2011
When
What

February-March



March-April

Share GPTW results with
staff
Celebrate successes
Get staff input on action
plan ideas as needed
Develop action plan as
needed
Share plan with Director/VP
and staff
Resources
Overview of results:
Management
Group February 17th
GPTW Resource Packet
GPTW Help Sessions: Goal
Development and Action Planning

March 8, 2011 9-10am Formal
Lounge

March 14, 2011 11am-12pm
SSDC

March 28, 2011 2-3pm SSDC
Registration thru Net-Learning
May-June


Action plan implementation Contacts: Gwen Randall
Leadership Group Action
Eric Suter
Plan sharing session: May 3,
Mary Hagen
2011
July

Great Place to Work Report
Out: Session 1
See contacts above
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
CREDIBILITY
PRIDE
RESPECT
CAMARADERIE
FAIRNESS
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
Our Journey: Engaging Our Associates
2003-2004 – Re-building Trust and
Communication
2005 – Rediscovery: Mission,
Vision, Values
2005 – BOP Staff Alignment Team
Lives Up to Its Name
– Behavioral-based Interviews
– Extreme Makeover – Orientation
– Performance Assessment Tool
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 Associates
Making the Connection
Rounding for Outcomes
1. Personal Connection
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)
4. How do you contribute to the mission
of the organization?
5. Tell me about a time w hen you have
been recognized.
6. Are there 1 or 2 people I should
recognize f or doing great w ork and
w hy?
7. How are you proceeding w ith your
personal goals? Is there anything I can
help you w ith right now ?
Stoplight tool
The 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 accomplishments
Consider sending a card
to their home.
Celebrating Excellence
Our
Great Place to Work
Celebrities
Category: Top three departments
with the Highest GPTW Scores:
Small Departments (less than 20 associates – more than 5)
A Avenue
Floral and
Gift
Child
Protection
Center
Medical
Social
Services
Large Departments
Imaging Service
Admin
Intensive
Care
Nursery
Digestive
Health
Center
Category: Great Improvement
Laundry
Spiritual
Care
Cardiologists
LC
Celebrations- Spirit of St. Luke’s
Celebrations – Red Dress Day
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
Education Dollars for Associates
$1,197,298
$1,047,281
$1,250,000
$1,000,000
$750,000
$500,000
$895,751
$627,263
$495,109
$427,973
$395,609
$250,000
$2002
2003
2004
2005
2006
2007
2008
Continuing Education Tuition Reimbursement Bridges to Excellence
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
Our Journey: Engaging Our Associates
2005 – Committing to the
Magnet Journey
2006-2007 – Determining Associate
Engagement and Satisfaction with
More Robust Approaches
– Rounding for Outcomes
– Great Place to Work Trust Index
2008-2009 – The Magnet Home
Stretch
Breaking Out of the Pack…Across the Strategic
Framework – Partnership with Associates
Taking Everything Into Account, St. Luke's Is
A Great Place To Work
100%
75%
88%
88%
90%
2007
2008
2009
50%
25%
0%
2009
The Journey Continues…
…what lies ahead is up to us!