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Childrens Hospital Employee Engagement

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You can dream, create, design and build the most wonderful place on earth, but ... Poor prioritization (misguided or too many) confusing messages about what's ... – PowerPoint PPT presentation

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Title: Childrens Hospital Employee Engagement


1
Childrens HospitalEmployee Engagement
  • Presented to
  • OD Network
  • March 22, 2006

2
You can dream, create, design and build the most
wonderful place on earth, but it requires people
to make that dream a reality. Walt Disney
3
Employee Engagement Survey
4
Purpose/Objective
  • Measure What Matters Find out what matters most
    to our staff, especially perceptions that drive
    behaviors.
  • Establish a Trendline Generate benchmarks to
    show how were getting better.
  • Prioritize Our Key Drivers Identify the
    components of employee engagement that are unique
    to Childrens.
  • Target Improvement Set goals.
  • Use the Data to Make Change Identify
    interventions, action plans and approaches for
    achieving goals.

5
Employee EngagementWhat is it?
  • While employee satisfaction is important, it is
    not as critical to organizational effectiveness
    as engagement.
  • Engagement is a combination of satisfaction,
    commitment, pride, loyalty, a strong sense of
    personal responsibility, and a willingness to be
    an advocate of the organization. It has a
    consistent and predictable impact on behavior.
  • When staff members are fully engaged, they are
    more productive, committed and conscientious.

6
Methodology
  • On-Line Survey
  • All Employees except Physicians
  • 5 Point Scale
  • Totally anonymous and confidential
  • Identify work groups demographics

7
Results
  • Employee Engagement Index
  • Survey Dimensions
  • Teamwork
  • Trust
  • Quality
  • Communication
  • Recognition/Rewards
  • Individual Questions
  • Personal Growth Development
  • Future/Vision
  • Service Quality
  • Compliance
  • Involvement Belonging

8
Employee Engagement IndexHow is it measured?
A combination of the responses to three
engagement items
  • Overall, I am extremely satisfied with Childrens
    as a place to work.
  • I would gladly refer a good friend or family
    member to Childrens for employment.
  • I rarely think about looking for a new job with
    another company.

9
Priority Issues
  • 2004 Priorities
  • Communication
  • Recognition
  • Future/Vision
  • Empowerment
  • Service Quality
  • Growth and Development
  • 2005 Priorities
  • Communication
  • Recognition and Rewards
  • Trust
  • Future/Vision
  • Service Quality
  • Involvement and Belonging
  • Growth and Development

10
Action Planning
11
9 Steps for Sure-Fire Improvement
  • Prioritize Results
  • Drive Down Key Results
  • Set High Standards of Comparison
  • Share Results Openness Wins
  • Goal Setting
  • Develop an Action Plan
  • Share the Plan
  • Monitor and Support Progress
  • Re-survey, Refine and Repeat the Process

12
Factors that Inhibit Improvement
13
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14
Factors that Inhibit Improvement
  • Old data immediate feedback is far superior.
  • Over emphasis on normative comparisons
    comparisons to average do not stimulate
    progress toward excellence.
  • Poor prioritization (misguided or too many)
    confusing messages about whats most important
    diffuses focus.
  • Any breech in the confidentiality or anonymity of
    the individual respondent.
  • Failure to share overall results in a manner that
    is not perceived as completely open and honest.
  • Less than full participation and buy in from
    top management.
  • Failure to drive down the results to all levels
    of management.

15
Organization-Wide Impact
16
Army of Nurses
17
Culture
  • New employees are welcomed into
    Childrens. 4.14
  • I feel that I am part of a team. 4.00
  • I have a direct supervisor who cares about
    me. 4.03
  • I believe in the values of Childrens. 4.43

18
So that all children may have a better chance to
live...
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