Disruptive and Innapropriate Behavior: The Impact of Physician Behavior on Employees
Effective 2009, The Joint Commission has a new Leadership standard (LD.03.01.01) that addresses disruptive and inappropriate behaviors. HealthStream Research developed questions that focus on these disruptive and inappropriate behaviors within the acute care hospital setting.
In light of the new Joint Commission requirement that healthcare facilities take steps to identify disruptive and inappropriate behavior and develop a process to manage it, HealthStream Research examined two Employee Insights survey questions that relate to the relationships between members of the healthcare team:
- Our doctors consistently treat the employees with courtesy and respect
- The physicians and nurses in our hospital have a good working relationship
This Discovery Paper will show how the results for these questions vary across departments, between the overall employee database and RN-specific results, and across hospital size categories. [More]
Reviewing Survey Results: How the Best Managers Succeed
Measuring the satisfaction and engagement of your employees without sharing and reviewing the results of the research with your employees can have a negative affect on your retention and future satisfaction scores. The results are there, but if not openly acknowledged and shared, employees begin to question and doubt the intent of the survey. The best actions come from the best insights, and results can only transform into insights when they are examined, shared, and reviewed with (and by) everyone throughout the organization. HealthStream Research examined its national database of Employee Insights Pulse Survey results to explore the differences between organizations that did review the results of their previous survey and those that did not. The difference in performance between these groups is statistically significant. [More]
Supervisor Communication & Support in Hospital Workgroups: Keys to Employee Satisfaction
How satisfied are your ICU nurses with their supervisor? Do your environmental services employees think their supervisor communicates in an open and honest manner? Are your information services employees pleased with the amount of support they receive from their supervisor? In this analysis, HealthStream Research looks at satisfaction by employee workgroup. We examine ratings of supervisor communication and support among more than 30 employee workgroups. Findings from our database indicate that many employees in key workgroups are dissatisfied with their supervisors. Is this true in your hospital? [More]
Administrators Can Make or Break Nurse and Physician Satisfaction
Administration plays a very large role in the Overall Satisfaction of both doctors and nurses. Physicians want to feel they have good personal lines of communication with administration, that administration is responsive to their needs, and that administrators are capable of running an efficient, high-quality operation. They also want to be convinced that administration is up to the challenge of dealing with difficult peer review issues. Nurses want to be able to trust administrators and feel they are ethical in their decision-making. They want to believe administrators will spend the money it takes to run the hospital effectively. [More]
What Really Matters to Healthcare Employees?
Every day HealthStream Research works with healthcare leaders who want to bring a more positive employee experience to their organizations. We are frequently asked, “Where do we start?” To assist our clients as they begin to answer this question, we looked to our national database to identify factors critical to healthcare employee satisfaction. [More]
Patient and Employee Satisfaction - What Faith-Based Healthcare Organizations Have to Teach Us All
Over the last 20 years, one of the most significant shifts in the structure of American healthcare delivery has been the consolidation of hospitals into faith-based systems. This consolidation, as it turns out, seems to have a beneficial effect on patients’ perceptions of care and the drivers of retention for employees working in those facilities.
An in-depth analysis of HealthStream Research’s national patient and employee benchmarks compared faith-based to secular healthcare organizations. Faith-based hospitals excelled in several dimensions of patient perception of care. Perhaps the most important issues are where and how faith-based healthcare organizations outperform their counterparts. Many healthcare organizations—regardless of type—can learn from studying the success of many faith-based hospitals. [More]
Demographic Differences in Healthcare Employee Engagement
Organizations have long understood the value of measuring employee satisfaction. It is an important tool that helps your company identify employee motivators and the drivers that contribute to employee retention and a stable workforce. These drivers often include pay and benefits, having measurable goals, level of trust with management, recognition of achievements and development of an organizational vision and strategic plan—though this list is hardly exhaustive. But organizations can reap amazing benefits by taking their research a step further and expanding beyond measuring only satisfaction. [More]
The Importance of Actively Using Employee Survey Feedback at the Department Level
Employee satisfaction is among the strongest indicators of organizational success, yet there is nothing 'easy' about improving it. Is there a magic pill, some insider tip or trick to make improving employee satisfaction a snap? Unfortunately, no. But we do have some powerful advice, all backed up by some impressive numbers. [More]
Building Trust Towards Top Leadership and Management
Trust is paramount to success, because without trust there is no true communication or sharing of information and ideas. Trust forms the foundation for effective communication, employee retention, employee motivation and the extra effort that people voluntarily invest in their work. When trust exists in an organization, almost anything is possible—and easier—to achieve. So what creates trust? What affects trust? What builds trust? You do, but you’ve got to do it in person!
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How Employee Research Pays for Itself
To provide perspective on the financial advantages of surveying employee satisfaction, one must simply look at the typical impact achieved. A first time survey rating averages 3.58 for employee satisfaction, placing it in the lower second quartile (a 1.4% operating margin). The average job satisfaction rating for repeat studies is 3.69, which is just below the third quartile average (approximately 4.8% operating margin). This would constitute roughly a 3.4% increase for operating margin, assuming all other factors remain stable.
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The Impact of Nurse Satisfaction on Your Bottom Line
America's nursing shortage has worsened and is eroding the quality of patient care. A recent study found that 60% of registered nurses are now over 40 years of age and projects that if present trends continue, the nationwide shortage of nurses will exceed 400,000 by 2020. Learn more about the importance of nurses and how they have a direct impact on patient satisfaction and your bottom line. [More]
Drivers of Job Satisfaction in Hospitals Across Various Demographic Groupings
HealthStream Research has conducted organizational climate assessment surveys with more than 169,000 hospital employees. These surveys are designed to measure overall job satisfaction, workplace morale, employee retention, and other facets of an organization’s culture. Now that an extensive database has been accumulated, there is an opportunity to identify similarities and differences in the drivers of job satisfaction among various employee groupings, including those based on the following criteria:
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