Emory Healthcare is a six-hospital system with multiple physician offices in and around Atlanta, Georgia. As the HealthStream Learning Center System Administrator, Pat understands the value of continuing education. She is passionate about helping Emory staff get the credits they need to keep doing what they love doing.
This article describes how, given industry changes and readmission concerns, the post-acute care industry approach to retention and turnover must change radically.
This HealthStream blog, part of our Coaching Best Practice series, discusses the role that leaders should play in rewards and recognition programs for healthcare staff.
This blog post, taken from HealthStream's coaching best practices series, shares six lessons for healthcare leaders about their responsibility for rewards and recognition.
This article addresses how the world of healthcare quality is changing for hospitals and physician groups.
This blog post details how all healthcare facilities across the nation need to take harassment prevention training seriously.
One of the most recognizable influences in today’s workplace environment is diversity. A recognition program therefore should embrace creative options to reward all involved and to keep the initiative from going stale.
Leaders should know what forms of reward and recognition mean the most to their employees. The Leadership Institute recommends utilizing a Reward and Recognition Motivation Assessment which may be filled out by new employees at the time they complete their pre-hire paperwork and then forwarded to each person’s leader.
We believe that everyone in an organization deserves a chance to be a hero—to make a difference; thus we recommend tiers of recognition and awards. Your award system can be similar or take a different form. Use your own judgment about the culture you want to create. And remember it may take time to make it happen.
This blog post excerpts an article by Danielle R. Coleman, Director of Medical Technologies, HealthStream, in the Fall 2014 issue of HealthStream's PX Advisor, our quarterly magazine focused on improving the patient experience.
Standards of performance comprise the code of behaviors that clearly communicates the way you want every employee in your organization to act when approaching a customer or providing a service. Another way to think of the standards is a set of expectations used to define the specific ways that staff members are to conduct themselves in the work environment and during the performance of their duties.
As an essential part of an organization’s workforce strategy, the annual employee engagement survey provides organization-wide feedback for an overall view of the health of an organization and the factors influencing business outcomes. Employee engagement is the metric that drives everything else, and when scores rise or fall, other metrics, such as financial or operational performance, and patient satisfaction can climb or dip with it.
In order for Standards of Performance to become ingrained in a healthcare organization's culture, they must be hardwired so that employees live and breathe them daily. Communication is the key to making a permanent connection between the Standards and the behaviors that most exemplify the culture, serving as the backbone of its success.
The Standards of Performance can be used in numerous ways to help select applicants who are well suited to the healthcare organization’s culture. For example, some organizations attach a copy of the Standards to employment applications. Then potential employees are asked if they can live by the defined behaviors and if they are willing to sign a statement of agreement.
Dr. Rushika Fernandopulle, co-founder of Iora Health, says health coaches have the power to heal the delivery system. The health coach model is different than disease management programs in which nurses in a call center monitor patients. Rather, a health coach meets face-to-face with patients to help improve their health and welfare.
The term data visualization may already be in your vocabulary or you may have heard it quickly in a discussion about charts or reports. Anyway, don’t worry that it's some new class you have to take or concept that you will be forced to use. Whether you realize it or not you’re already an expert. Actually, if you work in a hospital you’re a leading authority on data visualization.
A comprehensive nurse preceptor program consists of structures and processes that are tied to two types of outcomes. There are no specific or prescriptive steps for developing a comprehensive program. Every organization will need to look at its culture, resources, and unique needs to determine the exact steps and content of its program. However, some universal guidelines and steps are helpful to consider when building a program from infancy.
Kettering Health Network was facing several challenges, including effectively managing employee competencies, standardizing its education program, improving HCAHPS scores, minimizing training inefficiencies, and improving its accreditation process. Since partnering with HealthStream, Kettering has pursued multiple solutions and, as a result, experienced significant improvements.
There are dozens of statistics on healthcare turnover. Regardless of which figure one cites, they all point to the fact that adequate staffing is a serious issue affecting providers everywhere. It is not going to be getting any easier in the foreseeable future. There are a number of important elements to consider for a good retention strategy—this article does not attempt to explore them all. Instead, it focuses on what your organization can do to be proactive and stay ahead of the curve so your best employees stay your best employees—and don’t become someone else’s.
No area has been so ignored in the push for healthcare reform as the need to prepare and position physicians to succeed—in their careers in the face of great changes, and as leaders and partners in changing the way care is delivered. The demands on physicians are changing at an unprecedented rate.
