While it's important to invest in bricks and mortar, Health Management understands that it is even more important to invest in our people.

We Invest in Our People and Our Culture

We Strive Each Day to Make Our Hospitals Great Places to Work

Health Management maintains and enhances its reputation as an outstanding employer by setting achievable objectives, rewarding and recognizing Associate and physician contributions, creating a positive work environment where teamwork is encouraged, and providing opportunities for growth and achievement. Through the Getting2Great initiative, which is currently underway at each of Health Management’s   facilities, Health Management and our Associates strive each day to make our hospitals great places to work. 

As part of our G2G cultural initiative, Health Management routinely surveys all stakeholders, including patients, physicians and Associates, to understand perceptions and subsequent opportunities. Since the beginning of this initiative, numerous Health Management hospitals have used this information to develop improvement strategies that have resulted in significant progress in customer perceptions.

University Medical Center in Lebanon, Tennessee, is a prime example. In January 2011, 33% of the Associates at University Medical Center responded "strongly agree" to the question that rates "overall satisfaction with my job.”  By May of 2011—just four months later—that number had increased to 50% of surveyed Associates. 

This increase is attributed to many factors currently underway at the hospital. First and foremost, the hospital says they became more transparent with their Associates on all information related to performance, such as the hospital’s strategic planning—where they are, where they are going, and what they need to succeed. Some of this information is disseminated during “purposeful rounding,” where individual meetings are scheduled between Associates and leaders to build relationships while discussing operational strengths and opportunities.

“As a team, we are constantly working to improve on our previous levels of performance,” says Saad Ehtisham, CEO of University Medical Center. “Our department knowledge boards educate our Associates. Our G2G Wall of Excellence educates our physicians, our partners, our community and all stakeholders of our accomplishments.”

Associates and other key stakeholders at the hospital are also reminded on a consistent basis of the goals of Health Management and the Getting2Great initiative, and what drives us as an organization.

For instance, screensavers throughout the hospital share G2G messages featuring service delivery updates that remind everyone to put into practice our Guiding Principles. Information is also shared through Saad’s Blog, where Associates can hear from their CEO first hand.  

“As we learn and grow, we continuously look for new and better approaches and seek the input from our Associates to succeed,” adds Saad. “Our successes are celebrated at our monthly Associate Celebrations, which include Associates from all shifts and levels.”

Getting2Great is building a stronger culture for our organization, our hospitals and our communities – one Associate at a time.