A recent survey shows Hardin Memorial Health scored high marks with its employees, ranking in the 83rd percentile nationwide amongst more than 2,200 hospitals and healthcare systems across the country.
The results of the recent employee engagement survey were presented at the August HMH Board of Trustees meeting. The industry leading healthcare advisory firm, Press Ganey, conducts the national survey, gathering input from more than one million respondents in the healthcare field.
The survey asked respondents, both clinical and support staff, to rate HMH on a scale of one to five in various areas with five being the best possible score. According to HMH Vice President of Human Resources Myra Covault, the more than 1,500 HMH employee respondents gave the healthcare system an average rating of 4.28.
“These results demonstrate our employees’ strong commitment to HMH and their appreciation for our healthcare system,” said Covault. “Our employees overwhelmingly said they would recommend HMH to their family and friends.”
Covault emphasized that it is the people who set HMH apart from other healthcare providers.
“I’ve heard it said time and again that it’s like a family taking care of patients,” she said. “At a time when our industry is experiencing tremendous pressures, a supportive work environment can have a direct positive impact on patient care.”
Covault emphasized that HMH can’t become complacent.
“This work is never done and there are always opportunities for improvement,” she said.
The survey also evaluated occupation-specific data including HMH registered nurses (RNs) who, like the overall rating, boasted engagement above the national average. Covault added that the turnover rate among RNs at HMH was only 7.1 percent, compared to 17.1 percent nationally.
HMH Chief Nursing Officer Sharon Wright attributed the low turnover rates to strong retention strategies.
“We are committed to retaining the outstanding nurses we have here at HMH,” said Wright. “In the midst of a national nursing shortage, we have to show our commitment to their professional development.” Wright cited opportunities for nurses to further their education as well as pairing them with nurse mentors as key components to nursing retention.