1. Relentless Rounding for Outcomes
The Key to Staff Engagement

2. Leadership Is Key

3. 1 6 2 7 3 8 4 9 5 5 Commit to Excellence Build Individual
Accountability 2
Measure the Important
Things 7
Align Behavior with
Goals & Values 3
Build a Culture
Around Service
Communicate at All
Levels 8 4
Create and Develop
Great Leaders 9
Reward & Recognize
Success 5
Focus on Employee
Satisfaction 5

4. Purpose, worthwhile work and making a difference
Healthcare Flywheel®
• Prescriptive
To Do’s
Rounding
• Bottom Line
Results
Purpose, worthwhile work
and making a difference
Tell Mr. May’s story – briefly… with HUMOR.
BIG Hair
Perm
The one he liked most was the one I chose for Marty.
• Self-Motivation

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

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

7. Passion and Prescriptives

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

10. Questions Studer Group Q1 Q2 Q3
12 Key Questions for Employee Retention and Development:
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? Q3
At work, do I have the opportunity to do what I do best everyday?
Key Words at Key Times
Bright Ideas Program
Service Team Involvement
Employee Attitude Surveys

11. Questions Studer Group Q9 Q10 Q11 Q12
12 Key Questions for Employee Retention and Development:
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?
Service Excellence Teams
Q11
In the last six months, has someone talked with me about my progress?
Employee Thank You Notes
Leader / Employee Evaluations
Q12
This last year, have I had opportunities at work to learn and grow?

12. Types of Rounds 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