How do you begin to create an organizational culture?
In a 900 bed tertiary institution with over one million outpatient visits annually, you would assume that there is a well defined organizational culture. Unfortunately, that is not the case within my hospital system. The core goals, roles, processes, values, and communications practices are absent. To the institutions credit, it has survived and thrived in a very challenging environment. However, I truly believe that the current success could be magnified three fold if the employees and medical staff could identify with a clear organizational culture.
Participant comments on How do you begin to create an organizational culture?
Creating and sustaining Organisation culture is indeed a huge challenge with the only effective solution being continuous training to all the staff starting from the board room to the last employee in the hierarchy. Most of the training provided gets confined to the HODs and ensuring that it percolates all the way down should be given equal importance. Further, we should also ensure that the actual intended and expected culture does not get lost in the interpretation and the training of the trainers. To overcome this, the organisation should invest in generating uniform content and curriculum . Adequate care should be taken while generating the content as different levels in the hierarchy have different levels of understanding.
Further, the branding initiatives of posters and banners in all the visible surroundings that portray the organisation culture work as constant reminders ensuring that the culture is instilled as an integral part of the organisation behaviour.
The healthcare industry is growing to understand the importance of reducing stress and increasing engagement. And they’re doing that through building impressive cultures.
Companies with strong organizational cultures put their people first, not their customers. This might sound odd for health care where we’re focused on the patient, but the fact is, only medical professionals who care for themselves both physically and mentally, can do effective work. That’s where culture comes in.
Creating a strong workplace culture takes time, planning and patience. Health care leaders must work to create a comfortable and supportive environment for their caregivers. There must be a shared vision, strong communication, and committed leadership.
Leaders must spend time outlining their goals and then find ways to effectively communicate and engage caregivers around those goals. It’s not a “one and done.” It’s a continuous engagement through various channels such as town halls, small group discussions, motivational emails, etc.
Culture is the general vibe or feel of the workplace. It’s often a reflection on how employees interact with each other and with patients. But, leaders can also help to shape a strong culture of appreciation, support and community. Here are a few ideas:
1.) Communication is usually the most important part of the corporate culture plan. Caregivers need to know the company’s goals and why they matter. They need to hear regularly from leaders.
2.) Teamwork and collaboration are essential to encouraging an environment of trust and camaraderie.
3.) Customer Service and doing the best possible job for the patient should always be emphasized.
4.) Recognition and praise for a job well done helps build a culture of respect and motivates people to strive for excellence.