Journey to become a Great Place To Work At Finley Hospital

1. Journey to become a Great Place To Work AtFinley Hospital

2. 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)

3. 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

4. Finley Thank You Notes

5. Finley Wow Note

6. Employee Recognition • 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

7. Service Awards Banquet

8. Employee Pictures

9. 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

10. 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

11. 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

12. Communication, Input and Follow Up • 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

13. 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

14. 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

15. Benefits • Employee Incentive Program – Celebrate Us Success – Aligned with strategic goals • Computer Loans for employees • Sharing our Employee Market philosophy with staff

16. 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

17. Finley Employee Picnic

18. Wellness Activities • Live Health Iowa • Welcoa Award – several items • Work Hardening Program • Employee fitness center

19. Employees Walking

20. 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

21. Heart Walk – Finley Team

22. 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

23. 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