Creating Culture in the Workplace - Patricia Golden Webb
The world is changing rapidly, and so is healthcare. Aside from the challenges and innovations forced upon the healthcare world due to the ongoing pandemic, change is a constant. New medicine, regulations, delivery of care, etc. all impact the challenges that healthcare leaders face on a day to day basis. But, when a health organization is properly managed, these issues can be handled more effectively. One of the main aspects of workforce management is culture.
I’ve seen the results and benefits of enacting an intentional diverse workplace culture throughout my years of research of human capital management and my experience as a senior human resources officer and healthcare executive.
I wrote a featured article for the American College of Healthcare Executives where I described the importance of culture and how leaders can promote a positive culture in their work environment:
“Culture is the DNA of an organization and can transcend many workforce and work environment issues. Culture encompasses the values, beliefs, behaviors, attitudes, and traditions that staff exhibit in the organization.
“Leaders make the greatest impact on creating and influencing the culture of their organization when they carefully shape their own words and actions each day. It is important that leaders model the desired behaviors and “walk the talk,” especially during times of change and uncertainty. One of the most important ways leaders can influence culture is by reinforcing accountability. Staff should know what they will be held accountable for in their jobs. Organizations with a high-performance culture are well positioned to out perform their competitors on both financial and quality measures.
“The culture of an organization will also determine its success in attracting talent, especially millennials. This generation of the workforce evaluates an organization and its culture as a key criterion for joining. Culture has a profound impact on the work environment by either strengthening or weakening employee engagement and retention.
“Undoubtedly, culture trumps strategy every day. High-performing cultures drive organizations to the top. Organizations with high-performing cultures are characterized by the following:
• Agility. They are flexible, respond early to change, and make great use of opportunities.
• Collaboration. Staff share and work effectively together.
• Better communication. There is effective communication throughout the organization.
• Innovation. New ideas and ways to get things done are encouraged.
- Support. There is confidence in leadership and among staff.
- Workplace engagement. Leaders are engaged with the workforce and ensure it has the resources to be effective and productive.
“Building a strong, high-performing workforce culture takes time, intentionality, and patience. Leaders who establish their organization’s goals and effectively communicate those goals to their employees reap long-term benefits in employee engagement and customer satisfaction.”
