Page 13 - Bringing UHN into Focus - 2015-2016 Year in Review

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Every couple of years at UHN, we do an Employee Hickson, a senior executive at The Vanderbilt Center

Engagement Survey (EES). The units and teams with for Patient and Professional Advocacy, will come to

the highest scores are typically the ones where people UHN to further discuss the Vanderbilt model so that

value their work and that of others. They watch out for we can determine its applicability to UHN.

each other. They help one another. They have free and An excellent example of Team Engagement that has
honest and respectful discussions with their manager, emerged over the past year is the daily safety huddle
who is willing to respond to any concerns and escalate at each of UHN’s clinical sites. The huddles bring
them if that’s what’s required. together senior executives, clinical directors, managers

Our Respect & Civility @ Work initiative came from and members from a wide array of clinical and non-

a previous EES, which saw some staff tell us there clinical teams to review issues impacting hospital

was a need for a more respectful environment. We’ve operations over the past 24 hours and look ahead to

also heard that a key for some employees to be more the next 24 hours.

engaged is having more time with their managers, Not surprisingly, Team Engagement is also linked to
especially with clinical teams. We’re embarking on a two other priority areas at UHN – Patient Experience
process that is re-defining the role of managers and and Caring Safely. Employees who are more engaged
our performance-management system. at work, are more likely to be focused on enhancing

A “deep dive” has also been conducted in eight the experience of patients as well as more committed

areas of the organization where we have had low to following their work protocols, including those

engagement scores in the EES to identify barriers to related to patient and workplace safety.

engagement that need to be addressed. This initiative,

in addition to looking at areas with

high engagement scores is helping with A “deep dive” has also been
the development of action plans that,

utilizing principles of a learning health conducted in eight areas of the
organization, will share best practices organization where we have
across UHN.

Last summer, a UHN team visited had low engagement scores in
Vanderbilt University in Tennessee to the EES to identify barriers to
look at its validated and standardized engagement that need to be
way of managing disrespectful addressed.
behaviour, particularly among physicians
and other clinicians. This July, Dr. Gerald

Year in Review 2015 – 2016 13