Blogs
Category: Sue Knight
Posted May 1, 2012
by Sue Knight, Ph.D., SVP, Client Solutions
Last month, I had the pleasure of co-presenting Morehead's "Habits of Highly Committed Workplaces" webinar. While preparing for this presentation, we looked at a number of client organizations to use as case studies for the webinar. One client, an academic medical center, was not featured in the webinar but is on an improvement path and making excellent strides toward building an engaged workforce. While this medical center conducts an annual employee...
Posted January 23, 2012
by Sue Knight, Ph.D., SVP, Client Solutions
The CEO of a large organization with hundreds of small healthcare offices was reflecting on his 2011 employee survey results. Employee engagement had improved from the previous year at Health Services*, in spite of the financial challenge of keeping competitive salaries for frontline employees. Words are free, Joe* said as he smiled. Since he didn't have dollars to spend on salary increases, Joe's team decided to spend energy on good communications....
Posted November 7, 2011
by Sue Knight, Ph.D., SVP, Client Solutions
The Chief of Mission lamented the decline in her faith-based healthcare organization's employee engagement scores as we planned for their 2011 survey. "Culture trumps strategy," Mary* explained. I was intrigued by this expression, which I hadn't heard before, and asked her to say more. Mary told me about the strategic goals for her organization, which had traditionally been limited to clinical outcomes, patient satisfaction, financial measures,...
Posted September 5, 2011
by Sue Knight, Ph.D., SVP, Client Solutions
The CEO's first reaction to the 2010 employee engagement survey results for his large urban hospital was, "We're a tier-three organization." The term tier-three is used by Morehead to categorize work units with the lowest engagement survey scores within an organization, but Mark* used it to describe his entire organization of over 5,000 employees. It was a defining moment; the scores were at the fourth percentile of national healthcare organizations....
Posted July 8, 2011
"The survey keeps us honest," said Diane Delaney*, VP for Employee Relations, Labor Relations and Recruitment for Sharp HealthCare. She was telling me about The Sharp Experience, the cultural initiative intertwined with Sharp's success across all the measures that matter in healthcare today. Diane said that two events help define The Sharp Experience and make it work: 1) the annual employee meeting, and 2) the annual employee engagement survey.
The...
Posted May 2, 2011
"Don't jump to conclusions," said the Chief Human Resources Officer, a Morehead client. She wanted this message emphasized at every stage of her integrated healthcare system's employee survey rollout. With each meeting I attended, I came to understand the wisdom in that notion.
When she first heard their 2010 employee survey results, Nancy*, the CHRO, was disappointed. It was the first such survey in more than a decade in an organization that prided...
