Journey to become a Great Place To Work At

Finley Hospital

Start of JourneyWhy?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• 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• 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

• 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