Pinson: Your voice can create a great place to work
This article provided by VUMC Human Resources.
We recently sat down with C. Wright Pinson, MBA, M.D., deputy CEO and Chief Clinical Officer, VUMC, and CEO of Vanderbilt Health System, to find out more about how you can share your voice to help us make VUMC a great place to work. This is especially important as the 2016 VUMC Culture Survey just around the corner (the survey opens May 16 and closes May 29).
The first thing you will notice is we have a new name for the survey to reflect the combination of three surveys that support our efforts to continuously evaluate and improve our performance. We’ve switched to a new vendor for all staff surveys.
Last summer, the Medical Center began partnering with a new company — health care research firm Press Ganey — to handle all patient surveys. What you may have not realized is Press Ganey now handles the nursing Magnet survey, safety survey and the staff engagement survey.
VUMC: Why is it important to have my voice heard?
Dr. Pinson: Employee input strengthens our organization. By completing this survey, you can influence the way we work together, the way we learn and how we communicate. Results will also tell us more about job satisfaction. Creating a great place to work takes all of us. We care what you think and value your thoughts — so please don’t miss this chance to participate.
VUMC: What does engagement mean to you?
Pinson: To me it means putting your best effort forward each day, helping your co-workers, going the extra mile for our patients and understanding how your specific job connects to the VUMC mission. Our people are our greatest resource and we are committed to making the Medical Center a better place for all employees to work, for physicians to practice medicine and for our patients to receive great care.
VUMC: In addition to the new name, I’ve noticed we have a new company administering the survey, why is that?
Pinson: We know that employee satisfaction and patient satisfaction are closely tied to one another. Having Press Ganey administer both the patient feedback surveys and the employee culture surveys, allows us to make better connections between what our employees think about working at VUMC and what our patients think about choosing us for their care. Having all these surveys combined will allow us to reduce the number of surveys we ask you to take each year.
VUMC: What are some of the ways you tried to incorporate previous survey results?
Pinson: We conduct surveys to see what we are doing well and should continue, where we need to improve and to identify any gaps. Last time, we had a 10-point jump in staff thinking we provide a sense of a clear direction. It is gratifying to see that more employees feel we have a clear path forward. I think the Town Hall meetings and Conversations with Leaders sessions have helped everyone feel more connected to our organization. We will continue this work so that everyone can stay well informed about Medical Center happenings and contribute valuable ideas and solutions.
I’m also really proud of the work we are doing to dig deeper into the retention rates to see what we can do better. We’ve conducted 126 Insight and Ideas sessions to hear your challenges and wonderful ideas. Three major themes came out of those sessions as needing work — wanting to be recognized, communications and career growth. We applied strategies from our HR bundles to our needs. And, our targeted Mid-Year Engagement surveys with 2,000 employees in 19 areas have shown that our actions are producing results.