Healthcare is entering an era of rapid innovation in talent management. Organizations are increasingly adopting sophisticated business practices and tools designed to maximize leadership effectiveness and eliminate sub-optimized performance. This requires constant, real-time feedback targeted in areas where it is needed most.
Engagement Vital Signs™ (EVS) is a pulse survey tool that enables organizations to achieve an intense focus on departments that have a high degree-of-difficulty, we refer to as “H3 departments.”
H3 departments are highly complex departments, defined as:
– High span of employee responsibility
– High patient responsibility
– High financial and revenue responsibility
Typically, H3 departments account for at least 20% of all departments within an acute healthcare system. These departments have a disproportionate impact on the overall success of an organization. In fact, these 20% of departments that are highly complex actually contribute 62% of financial results and approximately 80% of the overall patient experience (quality, safety, and service).
This targeted method has the highest and fastest impact compared to a system-wide approach. When organizations try to fix everything at the same time, efforts get diluted, valuable resources get needlessly wasted, and leaders get overly taxed.
How It Works: Short, concise, and easy to launch pulse surveys are customized for your organization to monitor with more frequency and accuracy. Create sophisticated comparisons of department performance and leadership effectiveness using three perspectives: on campus; across the health system; and compared nationally.
The Engagement Vital Signs™ system offers a unique approach to measuring engagement acuity that improves accuracy and fairness in evaluating leadership effectiveness, identifying departments at high risk, forecasting operational performance and cultural health within the department.
Using annual or bi-annual employee engagement surveys as benchmark indicators combined with the continuous monitoring using EVS throughout the calendar year provides the organization more accurate representations of real-time engagement.
EVS 5-Step Process:
Step 1. Determine which departments or functions qualify as H3 high degree-of-difficulty.
Step 2. Calculate baseline performance scores for the campus, then for the system, then finally compared against national baseline scores.
Step 3. Identify the total number of employees working in H3 departments combined
Step 4. Determine the statistically valid sample size that enables you to evaluate organizational performance with a 95% confidence level.
Step 5. Launch monthly EVS pulse survey invitations to the sample size number of randomly selected employees working in H3 departments. Because surveys are sent to a random sample, it is possible an employee receives a survey invitation in consecutive months.
Getting Started: The gap is widening between organizations that do and do not improve their ability to continuously measure and monitor engagement and leadership effectiveness. EVS is an investment in the leadership effectiveness of your most complex departments and their long term performance improvement.
Contact us today to schedule short phone interview to assess your current needs and how this solution can support your immediate goals.