Developing an Employee First Culture Part 2: Achieving Great Outcomes
Presented by Linda M. Shell
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This course for all health care professionals in any setting is Part 2 of the series on developing an employee first culture. Creating an employee first culture is vital because residents/patients so tangibly experience the personal side of the staff. Giving employees an open, accommodating work environment and a listening ear is the only way this information can be learned and applied by leaders. Health care is inherently stressful, with everyday tasks often being thankless and/or uniquely challenging. The stakes are high since human lives are in the balance. In this course, a discussion of the characteristics of trust, communication, building community, and having fun as part of an employee first culture are discussed. An overview of each characteristic, why it is important, and how to make it happen will be offered. A methodology for monitoring the process will be included.
Meet your instructor
Linda M. Shell
Dr. Linda Shell is an advanced practice nurse, consultant, and educator with a passion for developing leaders, delivering quality care, and challenging the status quo of long-term care. As principal of lindashell.com, she collaborates with organizations across the country on education, leadership development, post-COVID…
Chapters & learning objectives
1. Building Trust
A trusting relationship is foundational to an employee first culture. This chapter will discuss the importance of trust and examine strategies or building trust with staff.
2. Improving Communication
Communication is always a challenge in dynamic work environments. This chapter will discuss how improving communication with staff can increase employee satisfaction and improve patient outcomes.
3. Building Community and Making Work Fun!
The average person spends more time at work than they often do with their family, so why shouldn’t work be fun? This chapter will discuss how building community and adding fun into the work environment can increase productivity and positively impact patient outcomes.
4. Making It Stick
Change in complex organizations can take a long time to become part of the culture—somewhere between three to five years. Given that is a long, arduous process, how can you know if it is making a difference? This chapter will discuss some methods for monitoring and measuring your progress towards developing an employee first culture.
