Presentation WITH NOTES
- 1. CORE Awards and Recognition Committee Three Rivers Hospital
- 2. Who we are... Representatives from many departments ● Anita Fisk ● Lynette Swezey ● Jennifer Marshall ● John Cochran ● Tammy Galbraith ● Eva Olea ● Yecenia Gutierrez ● Michael Hauso Members represent a cross-section of departments at TRH
- 3. Why do we need employee recognition? “You get what you reward” -Michael LeBoeuf ● Increased employee satisfaction ○ “Findings show that non financial rewards are the most powerful predictors of job satisfaction. Therefore, Non-monetary incentives positively influences job satisfaction.”1 ● Increased employee retention ○ “Companies with employee recognition programs experience a 22% lower turnover rate than organizations without such programs as well as increased productivity and job performance.”2 ● Can help to shape the culture ○ “If a specific behavior is noticed, recognized, or rewarded, that behavior tends to be repeated.”3 1 Abdullah, A. A., & Wan, H. L. (2013). Relationships of non-monetary incentives, job satisfaction and employee job performance. International Review of Management and Business Research, 2(4), 1085. 2 "SHRM/Globoforce Employee Recognition Survey" from Globoforce and Society for Human Resource Management. (2015) 3 You get what you reward: A research-based approach to employee recognition. Nelson, Bob Grawitch, Matthew J. (Ed); Ballard, David W. (Ed), (2016) The Greatest Management Principle In The World, Michael LeBoeuf, 1985 Evidence based research articles within the last 3 years. 1 - a study published in International Review of Management and Business Research 2 - a study published by Globoforce and Society for Human Resource Management 3 - quote from a recently published book You get what you reward: A research-based approach to employee recognition.
- 4. New Recognition Programs ● Awards Open to All Staff ○ Kudos - “a small token of appreciation” ■ Given directly staff-to-staff ○ Shining Stars - “recognizing staff members who go above and beyond” ■ Awarded to nominees on ongoing basis ○ Safety Award - “inspiring a culture of safety” ■ Awarded quarterly ● Nursing Specific Awards ○ Daisy Award - “for exceptional nurses” ■ Nominees acknowledged on ongoing basis ■ Daisy award given once per year This is an overview of our proposed recognition programs. We’ve created a few programs that allow our employees and organization to recognize individuals in a variety of ways.
- 5. Kudos Program ● Staff to staff program ● Great way to say “thank you” or give acknowledgement ● Not processed through the CORE committee ● Small token of acknowledgement ● Can be given directly to staff member, or passed on through supervisor ● Printed on business cards with an image on one side and message on the other ● Kept in central places throughout the hospital, but easily accessible for when a quick thank you or acknowledgement is needed.
- 6. Shining Star Program ● Provides an outlet for anyone to acknowledge the hard work of any TRH employee ● Feedback cards processed through CORE and original is given to intended employee. Copy is filed with HR in employee file. ● Great boost to the general moral at TRH and contributes to a positive culture. ● A way to highlight the excellent customer service and highlight patient feedback in marketing. ● Excellent way to receive compliments/feedback ● Plan to make 4 boxes, 1 at the front entrance, one at the admin entrance, one at the clinic, and one at the nurses station. ○ Laura Temby and graciously agree to build them for us if we provide the materials ● Provides an outlet for ANYONE to acknowledge the hard work of any TRH employee ○ Patients, family members, employees, vendors, EMS, etc ● Feedback cards processed through CORE and original is given to intended employee. Copy is filed with HR in employee file. ○ Can be used during employee evaluations ● Great boost to the general moral at TRH and contributes to a positive culture. ● A way to highlight the excellent customer service and highlight patient feedback in marketing. ○ We would add a checkbox that says “I give permission to use my comment for marketing and advertising” ● Excellent way to receive compliments/feedback from patients. ○ Can help to increase overall feedback for the hospital, and ensures the message makes it back to the intended employee.
- 7. ● We will work with Nicky to help pass on compliments/feedback filed through Quantros
- 8. Safety Program ● A quarterly award for an employee who goes above and beyond to ensure patient safety ● Will help to foster a culture of safety awareness and pro-active employees ● This goes back to the quote about rewarding behaviors that you want to see continue ● Will work with Nicky to help identify nominees using the Quantros system
- 9. © The DAISY Foundation 2016
- 10. Diseases Attacking the Immune SYstem Founded November, 1999 In memory of J. Patrick Barnes
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- 16. Specifically nurses, because of the support that Patrick received by the nursing staff during his hospitalization. • Licensed nurses who demonstrate extraordinary, compassionate care • Can work in any setting – i.e. inpatient, ambulatory, long-term care, etc. • Includes RN, LPN/LVN, or Advance Practice Nurses
- 18. Handmade carved Serpentine stone sculpture. Fair-wage, signed by artists from the Shona tribe in Zimbabwe
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- 22. Daisy publishes the stories of recipients in a variety of publications, which is great exposure and marketing for the hospital • • • • • •
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- 24. One nice part of this program, is all of the work is done for us. We can start at any time! ● ● ● ●
- 25. Invest in Happiness Estimated cost of recognition programs ★ Daisy Foundation $250 ★ Shining Star ○ Hardware for boxes $50 ○ Cards/Printing $75 ○ Pins (100/year) $148 ★ Patient Safety Award ○ Cards/Printing $40 ○ Pins (4/year) $12 ★ Kudos ○ Cards/Printing $75 Total $650 We view the cost of a robust employee recognition committee as an investment. So, Let's put the this $650 into perspective.
- 26. Invest in Happiness Estimated cost of replacing a single RN ★ Orientation wages (4wks, ave $27/hr) ○ New RN during floor orientation $3,888 ○ RN providing floor training $3,888 ○ CPSI/general orientation (10hrs) $270 ★ Est lost coverage and overtime $3000 Total $11,046 2015 TRH Turnover ● 27 terminations ● 3 changes from full-time to per diem I’ve used RN’s as an example in this case but it’s cheaper and better for our patients to keep the staff we already have, no matter what department they come from. It will always be more expensive in to replace staff members. This is a conservative estimate and is based on the wages that a relatively new nurse would receive. There is a minimum of 4 weeks of orientation, but orientation can be longer for nurses who are oriented to multiple units and the Charge position. We also currently have 2 travel-nurses on staff which have a much higher cost than hiring locally. I’ve also listed some additional costs on the right side, which are not included in the 11,046
- 27. “Companies with employee recognition programs experience a 22% lower turnover rate than organizations without such programs as well as increased productivity and job performance.”1 Increase Retention 1 "SHRM/Globoforce Employee Recognition Survey" from Globoforce and Society for Human Resource Management. (2015) This was from a survey of 823 HR professionals who are employed at organizations with a staff size of 500 or more employees from organizations in the U.S. across a wide range of industries.
- 28. Increase Performance “Work units in the top quartile in employee engagement outperformed bottom-quartile units”1 ● 10% increase on customer ratings ● 22% increase in profitability ● 21% increase in productivity. ● Decreased turnover ○ 25% decrease in high-turnover organizations ○ 65% decrease in low-turnover organizations ○ 28% decrease in shrinkage ○ 37% decrease in absenteeism ● 48% fewer safety incidents ● 41% fewer patient safety incidents ● 41% fewer quality defects 1 Sorenson, S. (2013). How employee engagement drives growth. Gallup business journal. Remember this first quote from the beginning of my presentation? You get what you reward. I’ll just let you look these over because I think that These statistics speak for themselves... This data is from a 2012, Gallup meta-analysis using 263 research studies across 192 organizations in 49 industries and 34 countries. Within each study, Gallup researchers statistically calculated the work-unit-level relationship between employee engagement and performance outcomes that the organization supplied. Researchers studied 49,928 work units, including nearly 1.4 million employees.
- 29. Our Vision is to be a trusted community partner providing excellence in healthcare Our Mission is to lead the innovation of safe and respectful patient care with a compassionate culture supported by our dedicated, professional staff Commitment - dedication to patients, community, staff, and job Economics - responsible with our resources Teamwork - working together for success The CORE committee feels strongly that investing in the happiness and satisfaction of our staff is congruent with TRH’s Vision and Mission, and the values of commitment, economics, and teamwork.
- 30. The CORE committee plans to continue to develop meaningful and cost-effective ways to acknowledge the hard work of our staff. We already have ideas in the works, including awards for “WIGGING Out” - which is an award for those who help meet Wildly Important Goals.
- 31. Questions? We already have ideas in the works, including awards for “WIGGING Out” - which an award for those who help meet Wildly Important Goals.