Baylor Scott & White Health的动态

A culture of well-being. Little did I know, that when I left Hawaii Pacific Health because I could not respect the decision of the incoming HR Director, that it would become the theme of how I practice my business today. I was a single mom with no job lined up, three months worth of savings, and a whole lotta faith. I refused to take a role because I was desperate for income. I would wait until the right position came along. With one last mortgage payment left in my savings, two opportunities presented themselves. One was with a transportation company and the other was with a health and wellness company. I chose the latter because I aligned with the energy better. Healthways changed my life forever. The people I met, the pioneers in the culture they created (with the science and technology they had partnering with the Gallup organization) proved healthy employees resulted in higher engagement and profit. This was in 2009. I grew as a leader, and it gave me the courage to start my business full-time in 2017 because any HR role in Healthways after that paled in comparison. I'm forever grateful to the amazing team I worked with, the mentors, and brilliant minds which were collected there. Thank you for allowing me to begin my journey of changing the world, one person at a time. Ben Leedle Beth Keyser Mary S. Flipse Ann Kent Alfred Lumsdaine Anna Michaels Sandra M. Vincent MBA,PHR,SHRM-CP Dan Buettner Dean Ornish, M.D. Linda Morrison Craig Petty Scott Sivik #Culture #Integrity #Innovation #Pioneer #HumanResources #HR #Leadership #Strategy #Health

It takes 10 years for a saguaro cactus ?? to grow 1 inch. You should be able to grow your well-being culture at work faster than a saguaro cactus if you start at orientation. Orientation often gets a bad wrap. Nuts and bolts, blah, blah... the bathroom is down the hall. We introduce well-being into our orientation so that our new employees understand well-being is one of our values. We introduce the 4-7-8 breathing technique as a way to lower stress. We don't just tell our new employees to breathe, we actually do the exercise! While I was at the American Society for Healthcare Human Resources Administration (ASHHRA) conference yesterday delivering a presentation, our team welcomed a new member. Matt Cracraft, M.S., CPC, ELI-MP comes to us most recently from Mercer and formerly from Cigna Healthcare. We're excited by the prospect of how he will contribute to the well-being culture at Johns Hopkins Medicine. Orientation isn't just about getting oriented. It's about helping a new team member feel supported. When employees feel they are in a caring culture, they are more likely to stay. Well-being = Retention Welcome aboard Matt! How do you weave in well-being into your new employee orientation? #HumanResources #Management #WellbeingAtWork

I give away a free holiday EVERY month and now im challenging likeminded CEO's to do the same. As of today im yet to get someone to match us, so who will it be! TAG YOUR BOSS. SO... here are some of the benefits I have found over the last 4 years since starting this initiative. 1) Staff Retention - we are currently operating at over 90% staff retention with over 60% of the company being employed for over 3 years. 2) Financial Gain - My teams are more motivated to work harder for the business in term delivering more revenue and growth. 3) Happiness - You would be shocked to see the power of a happy workforce, our team is together, motivated and efficient but most importantly excited to come into the work place. 4) Culture - Name me another business that has staff that WANT to come into the office 5 days a week? I emphasise 5 days a week as since Covid I've been told by multiple recruiters and interview candidates that it wouldn't be possible. We are living proof that it is. Im not stating that all of the above is solely down to the holiday's we give away, as we also implement many processes and benefits for the teams such as massive selections of snacks and drinks, quarterly staff socials and many more. At Connect Management we understand that our staff's happiness is imperative to our continued success and growth so watch this space to see what we do next.

Have you ever had to make this choice? One Bitter Fact Imagine being forced to choose between your career and the people you love most. Tough, right? But here's the thing — you shouldn’t have to choose. A healthy workplace recognizes the importance of family and well-being, supporting you in both your personal and professional life. If your current work environment makes you feel torn between the two, maybe it’s time to reconsider. Your family deserves the best version of you, and so do you! ?? Choose a workplace that values what matters most. Have you ever been in this position? Share your thoughts or experiences below!??

A former colleague was recently at one the nations largest assisted living conferences where they attended a session on “Retaining Employees and Reducing Turnover”. The leader of the class spoke of having a healthy, positive company culture and treating employees with the utmost respect. Sounds great? Now the irony of this, and it’s almost comical, if it weren’t so maddeningly mind blowing is that it was led by arguably the company with the worst reputation in the industry for how they treat employees and how abismal rhe culture is. Having worked there (it’s not listed on my profile because Im embarrassed so no need to try to look it up ??) I can vouch for this. Employee Retention is not rocket science and does not need all of the analysis, deep dives and break out sessions it’s given. It’s actually pretty plain and simple: -treat employees like you actually care: ask about their family, kids, weekend.. -when they call out sick don’t make them feel like the guilty bad guy. Genuinely wish them well -when they ask for a long lunch to see their kids school play, gladly give it to them especially when they eagerly come in early, stay late and come in on days off when asked -show appreciation, gratitude and kindness -when they come in late due to their car breaking down on the busiest highway in the US during rush hour that requires a tow truck, show compassion (yes this happened minus the compassion part) and then ask if there’s anything you can do to help? -when they bring occupancy from 62% to 95% in a year, let them buy their favorite cookies ?? In a nutshell: -treat employees like they are human beings and show some warmth and goodwill This is not hard to do yet from experience its been virtually impossible to find.

Given that we spend a substantial portion of our waking hours at work, being part of a culture that values collaboration, well-being, and a shared sense of purpose can transform the experience from merely a job to a meaningful part of life. I feel extremely lucky to work for Active Wellness, where there's a flat hierarchy, and everyone in the organization is seen as having equal value (even though we all play different roles). Not only does this make work more enjoyable, but it also elevates our collective output—in my experience, when culture thrives, everyone wins. It seems to be the cornerstone of creating spaces where innovation, engagement, and productivity flourish. When it's not there (any form of meaningful culture), you feel uninspired and disconnected, and there's no fun in that. ?? I will say, though, if you're stuck in a job where the macro-culture sucks, you likely have more agency than you think to create a micro-culture that can provide a stopgap while you try to improve your circumstance. Kirsten Milliken, PhD, just shared with me how she did this through bonding with a fun colleague to get through the day of a dreadful sales job.

Finding it tough to keep your star players in the healthcare field? You're not alone. With a market that's as competitive as ever, retention is key. Here's a game plan: First, understand what drives your team. It's not just about the paycheck. Professional growth, work-life harmony, and feeling valued can be game-changers. Invest in their future. Offer continuous learning opportunities and clear career paths. When your team sees a future with you, they're more likely to stay. Recognition goes a long way. Regularly acknowledge achievements. A simple 'thank you' can boost morale and loyalty. Flexibility is non-negotiable. With life's unpredictability, offering flexible schedules can be the deciding factor for your team to stay put. Lastly, create a community, not just a workplace. When your team feels like family, they're invested in more than just a job. Want to dive deeper into retention strategies or explore new opportunities? Reach out or visit kiptonsearch.com. Let's keep our healthcare heroes where they shine the brightest! #HealthcareRetention #EmployeeEngagement #KiptonSearch #BeGenerousatWork

Sharing my post below about the Corporate Wellbeing Catalyst Program!

Happy Well-Being Wednesday everyone! I came across this article and wanted to share it with you: https://lnkd.in/g7aJj7xy The article highlights seven pillars of holistic employee well-being: purpose, emotional, community, social, financial, career, and physical. What pillar have you been prioritizing this summer? When you think about fall, where do you want to shift your attention? This is a great time of year to take inventory and get clear on how things have been going in addition to be intentional about how you want them to go for the second half of the year ??

I've been an employee at places ranging from a small family business to a large federal agency, including startups, a foundation, self employment, and a McDonald's restaurant. When the culture is great, I look forward to my job—in fact, one of the most satisfying experiences of my life has been being part of teams that work together to contribute to something we believe in, something larger than ourselves. One great example is our powerful Office of the National Coordinator for Health Information Technology (ONC) consumer ehealth team, which included so many fabulous formal and informal members! We worked hard and we played hard, too. By contrast, earlier in my career a colleague and I in a particularly negative work environment would quietly support each other: "don't cry at work—save your tears until you get home!" Work and life were stressful at best. Workplace culture makes a difference not just in our quality of life, but in the quality of the output. According to a Gallup poll, 20% of employees strongly agree that they feel connected to their organization's culture. Those who do are more likely to take responsibility for the quality of their work, 3.7x as likely to be engaged at work, and 4.9x as likely to agree strongly that they have the speed and agility to meet customer and marketplace change. In my current role at AdaRose we're providing programs that support individual wellbeing at work and also help to reinforce a positive work culture, even when teams are virtual-first. Has work culture made a significant difference to you in your career? Any examples to share? #workplacewellness #wellness #health #culture Simone Myrie, Erin Poetter Siminerio, Judy Murphy, DN(hon), RN, FACMI, LFHIMSS, FAAN, Damon Davis, Adam Dole, Ryan Panchadsaram, Jodi Goldstein Daniel, Mary Jo Deering, Claudia Williams, Nancy Tourk, Caroline Coy, Maya Uppaluru Mechenbier, Farzad Mostashari, Rebecca Mitchell, MD David Muntz, Laurent Guinand, Ph.D., Michael Hatfield, Heather McKee PhD, Lauren Creech, Ashley Dauwer, Michael Gaspar, Michael Rucker, Ph.D., Ken Stibler