EP. 139: How to Use Employee Survey Data to Improve Workplace Culture
episode
Coffee Break: Breaking the Cycle of Bullying in Healthcare, One Cup at a Time
20 min
1 speaker
5 chapters
transcribed 1 month ago
Transcript
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What is the main topic discussed in this episode?
Plants thrive and grow in a peaceful, nourished environment, right? Well, it's the same with human beings. But what if that environment is not so peaceful? What if it's toxic? Welcome to Coffee Break, breaking the cycle of bullying in healthcare one cup at a time. In this podcast, you'll get practical, evidence-based strategies to help you. Cultivate and sustain a healthy and respectful work culture by tackling an age-old problem in healthcare, bullying and incivility. I am your host, Dr. Renee Thompson.
Hi, everyone. Welcome back to another episode of the Coffee Break Podcast. When I was a nurse manager many years ago, I remember getting our third patient satisfaction survey results. And I don't know if they still do this now, but I had a black dot, which was And even when I got the first result and I had a black dot, I was like, Okay, I'm gonna make this better. And I didn't. And I got another black dot and another black dot. And I was devastated because, you know, I I don't think I'm alone in that when leaders get survey results and they're not good, we take it personally. And I did, I took it personally. And that whole experience for me being a nurse manager is a whole other conversation that I've actually had.
Many times and it's the first chapter in my book, Enough. But I wanted to talk about this because this is a common thing that I find happening. And so the whole episode today, we're going to talk about when you get survey results and what you can do to actually use them to increase trust, to empower your team to be part of the solution, instead of it just falling on your shoulders. And I'll Give you some strategies that you can actually implement that are going to help you to do this in a way that's manageable. Okay. So let's just kind of set the frame. We know this happens all the time. We ask our employees for feedback through a variety of surveys. And the work that we do here at the Healthy Workforce Institute, we also do surveys like a culture assessment with the consulting clients we're working with.
And now we're at the point where we're like, okay, any other surveys going on right now? Because people get survey fatigue. And in general, this is what happens. You struggle and struggle to get people to respond to the surveys. Because you need to have a high enough response rate to have confidence that the results are a true reflection of fill in the blank. But then what happens? Is you get the results. And let's say they're bad. A couple of things happen for some of us. First of all, it's overwhelming. And as I already mentioned, we take it personally and we don't know what to do. We don't know how to solve the problem. And we're oftentimes reluctant to share them with our staff. We don't want to share bad results because again, we see it as a reflection of ourselves as leaders.
I know I did. But here's what's happening out there. And there was a recent study that showed this. It was a small sample size. But I will put the link in the show notes. There was a researcher, someone who I know, who did a survey asking staff members about the process of being asked to complete surveys and then what happens after. And basically they all said the same thing. We get encouraged to complete these surveys and then either we're never told what the results are or what the results are, but then we don't see any evidence that they're doing anything about those results. I will tell you in my own experiences as a consultant, this is something that we focus on heavily. It's to share the results with the team.
And then to talk about what metric you're gonna work on. I cannot tell you how many conversations I've had with our leaders to say, okay, what metric are you working on? What metric are you working on? And I get crickets half the time. Because when you don't share the results and your team members don't see evidence that you're taking action, they lose trust in you. See, you know, nothing ever. Changes here. They say they want us to complete these surveys, but they don't really care about us.
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Chapters
5 chapters
1
What is the main topic discussed in this episode?
0:02–5:16
2
Why do healthcare leaders take poor survey results personally?
5:16–10:26
3
How does delaying survey results erode staff trust?
10:26–14:06
4
What are the risks of never sharing survey outcomes with staff?
14:06–17:34
5
How can leaders share survey results early and effectively?
17:34–20:26
Speakers
1 identifiedMore from Coffee Break: Breaking the Cycle of Bullying in Healthcare, One Cup at a Time
EP 150: Throwback episode: Empathy, Hope, and Healing: Reimagining Leadership in Healthcare
EP. 149: Charge Nurse Leadership: 3 Strategies to Improve Professionalism and Team Culture
EP 148: Why High-Performing Healthcare Teams Are Built on Competence, Not Familiarity
EP. 147: Throwback Episode: Collaborative Leadership in Healthcare: Putting People First
EP. 146: How to Build a Workplace Culture Where Healthcare Teams Speak Up
EP. 145: Beyond Self-Care: What Healthcare Leaders Must Do to Prevent Nurse Burnout