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Relentless Rounding for Outcomes The Key to Staff Engagement.

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Presentation on theme: "Relentless Rounding for Outcomes The Key to Staff Engagement."— Presentation transcript:

1 Relentless Rounding for Outcomes The Key to Staff Engagement

2 2 Leadership Is Key

3 3 5 Measure the Important Things Build a Culture Around Service Create and Develop Great Leaders Focus on Employee Satisfaction Commit to Excellence 6 Reward & Recognize Success Communicate at All Levels Align Behavior with Goals & Values Build Individual Accountability

4 4 Purpose, worthwhile work and making a difference Prescriptive To Do’s Self-Motivation Healthcare Flywheel ® Bottom Line Results Rounding

5 5 When Staff is Engaged… Prescriptive To Do’s Self- Motivation Purpose, worthwhile work and making a difference Bottom Line Results (Transparency and Accountability)

6 6 Strive to develop the highest quality medical education programs for all levels of learners All programs meet or exceed national benchmarks Increase COM class size by 15% by 2010 Submit CTSA application by October 2008 Increase sponsored research by 8% Strive to be among the highest ranked health care providers by both regulatory and health care scoring systems Maintain or achieve top 10% in publicly reported JCAHO Core Measures Improve ease of obtaining test results to 50th percentile OUP : > 89.5 Instill and reinforce standards of behavior that will attract, develop and retain outstanding staff, physicians, faculty and students Reduce COM turnover rate by 5% Maintain a voluntary turnover rate of 18% or less at OUP and OUMC Promote consistently positive experiences for our patients, staff and community Improve patient satisfaction scores across the enterprise: – OUMC to 2 nd quartile Overall score of > 3.51 – OUP to 50 th percentile Adult: > 92.1 Children’s: > 89.5 Increase inter- departmental and physician satisfaction scores by 2 ½% Grow the enterprise to better serve patients and physicians and support the fundamental missions of teaching and research Grow overall OU Medicine market share by 0.5% Grow hospital admissions by 3% Grow clinic visits by 4% Preserve a focus of fiscal responsibility and multidisciplinary planning OUMC: Increase net income before taxes by 7.44% over 2007 pre-tax net income OUP: Increase payments by 5% COM: All departments should meet cash reserve goals and have overall operating margin of 5% Advance medical and scientific knowledge through basic, translational, and clinical research

7 7 Passion and Prescriptives PassionPrescriptives

8 8 Patients NEED Retained Staff: Not just in hospital settings How does this relate To non-nursing areas? * Average Length of Stay Source: VHA, 2001

9 9 Benefits from Rounding Return on Investment Increased  Employee satisfaction  Retention  Patient safety  Patient satisfaction  Departmental efficiency  Ownership Decreased  Turnover

10 10 Questions Studer Group Q1 Do I know what is expected of me at work?  Selection and the First 90 Days  Rounding for Outcomes  Leader / Employee Evaluations  High, Middle & Low Performers  Agendas by Pillars  Employee Forums  Communication Boards Q2 Do I have the materials and equipment I need to do my work right?  Rounding for Outcomes  Selection and the First 90 Days Q3 At work, do I have the opportunity to do what I do best everyday?  Rounding for Outcomes  Selection and the First 90 Days  Key Words at Key Times  Bright Ideas Program  Service Team Involvement  Employee Attitude Surveys 12 Key Questions for Employee Retention and Development:

11 11 Questions Studer Group Q9 Are my co-workers committed to doing quality work?  Rounding for Outcomes  Selection and the First 90 Days  Key Words at Key Times  High, Middle & Low Performers  Bright Ideas Program  Service Team Involvement Q10 Do I have a best friend at work?  Rounding for Outcomes  Service Excellence Teams  Selection and the First 90 Days Q11 In the last six months, has someone talked with me about my progress?  Rounding for Outcomes  Employee Thank You Notes  Selection and the First 90 Days  Leader / Employee Evaluations  High, Middle & Low Performers Q12 This last year, have I had opportunities at work to learn and grow?  Rounding for Outcomes  Selection and the First 90 Days  Key Words at Key Times  Leader / Employee Evaluations  High, Middle & Low Performers  Service Team Involvement 12 Key Questions for Employee Retention and Development:

12 12  Senior Leader Rounds  Rounding in your own area- employee rounding. All leaders round on their direct reports. No delegating  Support Department Rounding- Internal Customers. Can be delegated Types of Rounds


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