Tune in now to the final Season 4 Moments Move Us episode with Rebecca Coren 🎧
Wambi has been named one of “Best Fit” Mental Health Services & Solutions by ANA\California.
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New Podcast Episode:
Creating Change Through Connection: Leadership Lessons from Season 4 with host Rebecca Coren
Organizational restructuring and workforce reductions are challenging, stressful, and emotional topics for any organization. From rising prices and budget cuts to technology innovation, there are countless reasons for adjustments to the workforce. According to a recent report, the healthcare industry has made the third-most job cuts out of 30 industries (behind technology and finance.) In the first quarter of 2023, there was a 65 percent increase in job cuts in comparison to the first quarter of 2022.
As a leader in healthcare culture transformation, Wambi has compassionately supported multiple organizations through these transitional periods.
A change in organizational structure can result in a shift to a less positive culture. Because of this, leaders need to identify opportunities to help maintain and boost morale. A study of Wambi users from a large regional healthcare system demonstrated a 37 percent increase in positive sentiment and a 26 percent decrease in negative sentiment after only six months of utilizing the platform. These promising metrics demonstrate that it is possible to establish a successful organizational culture when there is a consistent process in place to do so. This is helpful for organizations facing the difficult decisions of reorganization or workforce realignment.
Additionally, organizations need to prioritize the well-being of their employees. Wambi brings a fresh perspective to providing encouragement, inspiration, and support and was determined to be a “Best Fit” solution for mental health by American Nurses Association\California.
Ways you can ease your organization’s transition through workforce challenges with the help of Wambi:
Receiving feedback 1:1
During any form of organizational restructuring, it is expected that team members will have many questions. Leaders and managers need to encourage open and honest feedback on a 1:1 level. Establishing a safe space for individual conversations can promote open communication, which is essential for building a culture of respect.
Another way for leaders to gain honest feedback is through an organizational survey with questions on job satisfaction, retention, purpose, company integrity, and overall recommendations. These anonymous surveys can be used to address trends in sentiments across the organization, highlighting opportunities for improvement.
Wambi makes it easy for staff to communicate their sentiments on a continual basis through platform Check-ins. This quick, anonymous question is displayed on Wambi newsfeeds quarterly and can be customized to fit the needs of your initiative to effectively address any issues.
Create interdepartmental focus groups
Encouraging team members to collaborate cross-functionally will help diversify perspectives and roles. Human resources directors may want to create interdepartmental focus groups to
hear what is being said by employees. Wambi provides a great opportunity to promote these groups and their findings through the platform’s newsfeed, where leaders and managers can share posts requesting involvement or providing updates.
Navigating workplace survivor syndrome and guilt
It’s understandable for team members to experience survivor syndrome or guilt after a significant reduction in workforce. Employees are torn between feeling grateful to still have their job but also missing their colleagues and friends. This situation requires compassion and authenticity, which can be exercised with posts on the Wambi newsfeed to provide helpful resources for team members.
Additionally, the “Everyday Moments” Wambi category has a variety of designs created to acknowledge the often-challenging moments that healthcare workers experience. Similar to an ecard, users can select a Wambi that best fits with the message they want to send. These messages should not simply mask negativity with a smile, but instead focus on realistic optimism, understanding that things are difficult while still noticing positive moments.
Need help getting started? Here are some message suggestions:
An important deterrent of survivor syndrome is showing recognition for team members’ individual contributions.
Feelings of instability might be high after a layoff, even among top performers. Retention challenges often follow, with research showing a 31 percent increase in voluntary turnover following even modest (1 percent) reductions of staff. In light of this, leaders must shift their mindset to “re-recruiting” remaining employees. Leaders should be highly visible and engaged to help reaffirm their commitment to current team members. Expressing gratitude for the work that is being done helps team members feel confident in their roles during periods of uncertainty and change.
Wambi makes it easy for all leaders to gain insight into the positive work happening across an organization by quickly commenting, reposting, or directly thanking team members for these efforts. As many team members are picking up additional work or shifting functions to support gaps, it’s important to ensure these individuals are recognized for their effort and impact. Additionally, you can shine a spotlight on the team members who are stepping up to be leaders in their roles or in their attitude. Actions like these can help provide reassurance and a sense of support during a trying time, impacting engagement, motivation, and retention. At a large academic medical center, there was a 39% annual reduction in nursing turnover among units engaging in more recognition on Wambi.
Sending recognition through Wambi is a powerful way to communicate with team members and show appreciation. Supporting team members happens through messages such as:
Company values are the heart of organizational culture and vision. As a North Star, these beliefs shape the direction and goals for your organization and drive your business forward. They set the tone for your organization and keep everyone aligned on the company mission. During transitional times, reinforcing company values demonstrates commitment and consistency. Values, like a company mission, are the center of who your organization is. Misidentifying or failing to embody your values breeds mistrust and can make employees feel they are working for an organization that is not genuine.
Wambi’s healthcare culture transformation solution helps ensure values continue to remain at the forefront of your organization. Posts on the newsfeed are great ways for leaders to show authenticity, courage, compassion, integrity, respect, responsibility, and trust while reiterating the health system’s purpose. When sending a Wambi, you can select the core values that align best with your message in the platform.
It’s also important to reinforce how team members’ own work connects them to purpose and reorients them back to the mission after a layoff. People find meaning when they see a clear connection between what they value and what they spend time doing. As Harvard Business Review indicates, “The most effective way to do this is to share stories of how, collectively, you are making a positive difference in the lives of real people and communities.” Wambi is key in uniting healthcare workers with their “why” and purpose, which leads to higher levels of engagement. A meaningful note from a patient can be energizing and uplifting; it can also help them to shift focus back to their purpose and remember the value of the work they do.
Understanding that this is a challenging time, Wambi is here to provide support and reinforce the positive culture you want to build at your organization.
Contact us today for more information and ideas on how Wambi can help.
“R-E-S-P-E-C-T: Find out what it means to me.” Aretha Franklin was onto something in the sixties. Over fifty years later, we’re still learning what respect means. According to the Medscape Physician Burnout & Depression Report 2023: “I Cry and No One Cares,” respect has an extensive impact on burnout and depression. When surveying more than 9,100 physicians, 36 percent cited “greater respect from superiors and coworkers” as a measure that would help most with their burnout.
As health systems across the country face seemingly insurmountable challenges with staffing, rising costs, and budgets, respect is something that can be provided for zero cost while significantly improving workplace culture for over one-third of physicians. There has never been a more important time to build a culture of respect, but this requires involvement from all levels including executives, leaders, managers, and team members.
1. Lead by example
“If we’re not doing it as leaders, our team members certainly aren’t going to do it,” shared Zane Zumbahlen, Chief Human Resources and Talent Officer at Cancer Treatment Centers of America. Leaders must take the initiative to authentically demonstrate the importance of respecting and valuing each team member. They set the example and need to hold themselves accountable. This includes delivering on their promises and endorsing organizational values with their words and actions.
For many healthcare organizations, Wambi has become a place where leaders feel comfortable being vulnerable and sharing personal stories. They are encouraged to show their authentic selves by sharing videos, using emojis, and writing comments in an environment where they feel safe. By sharing more personal stories, leaders build deeper connections with their teams and make staff feel more valued.
2. Foster open communication
Curiosity, transparency, and vulnerability all play a role in creating an environment with open communication. Since each member of an organization brings a diverse perspective, ensure that their feedback is included to help everyone feel like they belong. As a leader, be transparent with your colleagues and provide channels that foster communication and connection.
To build trust and stronger relationships, leaders need to break down barriers with frontline workers. By respecting your associate’s honest thoughts and opinions, you will better understand their challenges and create a community of support. View each interaction with your team members as a chance to better understand their perspectives and improve your relationship. By creating space and providing the time for your team to freely express their honest thoughts and opinions, team members will feel like their voice is respected.
Looking for an easy way to integrate open communication into your everyday experiences? Start by knowing and using the names of all members of the team. This simple practice often goes forgotten for the sake of time or efficiency. However, in The Checklist Manifesto by Atul Gawande, Gawande found that making introductions before surgery led to a 35 percent decrease in the average number of complications and deaths. This was attributed to the “activation phenomenon.” By having the chance to voice their names, people were more likely to speak up later if they saw a problem. Calling someone by their name not only builds a culture of respect but has proven psychological impacts that can improve patient outcomes.
3. Celebrate and recognize accomplishments
Recognition for a job well done is the highest form of respect. By honoring and appreciating hard work, you are demonstrating that you respect your colleagues’ time and talents. Team members feel seen and valued when leaders acknowledge them. With Wambi’s culture transformation solution, leaders acknowledge meaningful moments and share gratitude while uplifting and inspiring their teams.
As a gamified platform, employees complete challenges, send and receive Wambis, and engage on the system to fill their progress bar. Once this bar is full, they unlock surprises, reinforcing the importance of building a culture of respect. Wambi can also be a useful tool for accountability. Real-time data and insights help leaders track progress and engagement to see how their team members are participating within the platform. By integrating Wambi into business KPIs, you can ensure all members of the team are working to build a more respectful culture.
Learn more about the Wambi platform
4. Practice empathy and compassion
Compassion begins with empathy. Take time to actively listen to your colleagues to better understand and identify with the struggles they face. This includes gaining perspective on their challenges, both inside and outside the work environment. Consider hosting training sessions to help your team build their muscle of compassion and forge emotional connections.
As one of Wambi’s five core values, compassion is woven into the company culture and the platform alike. We approach every interaction with compassion, and this correlates to respecting the feelings of others. With the platform, there are a variety of different designs to fit the need of any moment. Sending a Wambi can demonstrate how you honor the experiences of others.
Showing respect costs nothing, but its impact can save millions. Next time when you ask your team, “What do you need” you can remember Aretha, R-E-S-P-E-C-T (just a little bit).
Respect is just the beginning of fostering an environment of collaboration and engagement. If you’re interested in finding more ways to reduce burnout and turnover to improve patient experience and organizational margins, let’s connect!
We had an unforgettable time connecting with over 3,000 healthcare leaders from around the country at Becker’s Annual Meeting in Chicago. Throughout the over 170 sessions, we discussed the current challenges facing health systems, brainstormed solutions, and came together to envision a brighter future for the industry overall. After the conference, we sat down with Wambi’s cofounders, Alexandra and Rebecca Coren, to hear about their experience and discuss some key takeaways.
Q: What was the most impactful part of the conference?
Rebecca: There were so many meaningful moments during the week that spanned from connecting with people we haven’t seen in person in ages, to building relationships with new colleagues, and learning from transformational leaders. That said, I have to say the most impactful part of the conference was sponsoring the keynote interview with Mark Cuban. Most people know him as an incredibly successful entrepreneur, investor, owner of the NBA’s Dallas Mavericks, and the list goes on; But Mark’s recent entry into the healthcare space with Cost Plus Drugs has demonstrated how important it is for him to devote his energy to really helping people access needed prescriptions at affordable prices. It is very inspiring and motivational to see someone of his caliber living out the value that “It’s not just the right thing to do, it’s good business.”
On top of that, there were more than 2,400 attendees in the audience for his keynote session. These leaders of our nation’s largest and most influential health systems had the opportunity to learn from his perspective and experience. And of course, it goes without saying, I loved seeing Alexandra interview him.
Alexandra: I definitely have to agree with Rebecca. It was incredible to sponsor the keynote with Mark Cuban. It was also really special for me on a personal level, because when I was growing up, my father really wanted to get me into entrepreneurship, and his way to do it was to show me Shark Tank. The full experience of the show ended up changing the course of my life. It led me to realize that you can affect the change you wish to see in the world, but you have to be relentless about it. You’ve got to get after it. And a lot of our discussion with Mark that day reflects that.
As you mentioned, there were a lot of great takeaways for leaders and individuals in all industries. Some of the most inspiring parts were directly focused on how we can all personally improve. Mark even shared a few of his personal mantras during the discussion—were there any that stuck out to you during the conversation?
Rebecca: First, I loved it when Mark shared about his favorite sayings, because he told the audience that his kids apparently give him a hard time for them—he’s got a great sense of humor. As a parent, I can totally relate. If I had to choose my favorite, I would say: “The one thing in life you can control is your effort.” This couldn’t be truer, and I’ve seen this playout in my own life over and over again. As a young volleyball player, at 5’7” and less naturally gifted than my teammates, I saw that if I could outwork my peers, I would have a chance at being great. This hustle and drive propelled me in my professional career, as a parent, and so much more. I have never been afraid of hard work, and, in my experience, when you give your full effort, you will be more than satisfied with the end product. I would also add that effort coupled with belief surpasses all odds.
Alexandra: For me, the mantra that really hit home was: “How you do anything is how you do everything.” I mentioned how my dad and I watched Mark Cuban on Shark Tank. The show helped inspire my journey to be an entrepreneur, which requires a great deal of hard work, personally and professionally. How you face a challenge or manage a conflict will likely be how you handle them all. That definitely relates to Rebecca’s comment that hard work, dedication, and believing in yourself are essential to success.
Those characteristics reflect another takeaway from the session, which was something Mark learned from Bob Knight, Indiana University’s former basketball coach, about how everyone has the will to win, but not everyone has the will to prepare. And it is only those with the will to prepare who actually win. As the healthcare industry continues to change, leaders need to be ready, because that preparation is what gives us the edge and opportunity to succeed and to help our teams grow and evolve. We can learn from Mark, who shared how, for him, change is really a kind of motivator. It pushes him to succeed.
There were a lot of different changes mentioned in the discussion, including the impact of AI (Artificial Intelligence). He counseled the audience to prepare for the changes that AI will be bringing to every industry, including healthcare. Personally, Mark is spending every free minute he can learning about AI. However, most of his time is being capitalized with another major change happening in healthcare. By starting Cost Plus Drugs, he’s creating a huge disruption in the pharmaceutical industry. And his solution is simple in concept: transparency. He’s regaining trust through this transparency.
Do you think transparency plays a role in culture building?
Alexandra: Oh, for sure. No matter what industry you’re in, culture matters. Mark said, “Trying to sustain culture is everything.” As the owner of the NBA’s Dallas Mavericks, Mark takes a lot of what he learns from sports into business. Especially culture. He experiences what it’s like to enter a packed stadium and how the energy is when people get together. In the business world, he knows this is more challenging, but even more critical.
Rebecca: And that discussion on culture really led us into what was arguably the most moving part of the keynote address. Although I’ll edit out a little of the colorful language Mark used during that segment, he said, “Treating people equally doesn’t mean treating people the same.” It was so inspiring to see the crowd erupt during this moment. I absolutely loved that it broke the conversation up to pause, and clap, and really let that statement soak in.
Alexandra: I totally agree—it was such a powerful moment because I think we can all relate. We’ve all felt that, at some time or another. We each just want to be our authentic selves, and we want to be part of a culture that allows us to do that every day.
Wambi was founded on the premise that when healthcare workers feel valued and seen, especially by patients and families, experiences are transformed for all people. By fostering ongoing, meaningful connections in real time, Wambi helps individuals realize their impact, reignite their purpose, and in turn want to stay.
Using Wambi’s culture transformation technology, patients and families, healthcare professionals, and organizational leaders are each empowered to play a part in improving the quality of healthcare experiences from start to finish.
If you are working to improve retention and experience in your organization, we would love to speak with you about how we can work together to treat people better.
“I’ve really been thinking about, ‘how do we leverage technology?’” shares Linda McHugh Hackensack Meridian Health’s EVP, Chief Experience and People Officer. This is a question that healthcare leaders across the country grapple with each day. Whether searching for more digital interaction with patients, supporting frontline caregivers, reducing administrative tasks, or automating scheduling, there are countless options to consider for leveraging technology.
However, there are no easy fixes when implementing a new digital innovation. The onboarding and training process can be lengthy, and leaders need to avoid adding “one more thing” to their teams’ plates. Therefore, when considering new technology projects, we need to ensure there is internal alignment and create a clear strategy.
Corewell Health’s Chief Digital and Information Officer Jason Joseph and Manipal Health Enterprises’ Deputy CIO Shuvankar Pramanick both agree that the first step in implementing any new technology is creating a clear strategy that aligns with business goals. This requires a detailed understanding of the current environment and its complexities. This also helps create a clearer path to the goals that the technology serves to achieve. Pramanik believes that “By aligning projects goals with broader organizational goals, you can create several more opportunities for the organization.”
Decisions on technology that impacts an entire health system need to be supported by the entire health system. This requires alignment between leadership and frontline staff. Executives that have a deeper understanding of the challenges faced by frontline caregivers, will be better equipped to leverage technology that supports their pain points. Without taking the proper steps to consult with and educate staff, a cultural issue could worsen. Practicing active listening and being authentic are just two tactics to strengthen relationships with frontline staff, which will lead to improved internal alignment.
Richard Zane, MD and CIO at UCHealth shares, “Technology, at the end of the day, is a tool, and the delivery of healthcare relies on people, process, and tools. No matter how cool, new, or sexy a technology is, if it isn’t used and just sits on a shelf, there is nothing special about it.” To make lasting changes with new technology, there must be continued engagement. Wambi’s culture transformation solution boasts 80.7 percent average utilization due, in large part, to its user-friendly interface.
To engage all key stakeholders, Wambi incorporates a formal change management strategy into each aspect of the pre-deployment and onboarding process, complete with recommended tools, resources, and value-added activities for clients to be successful.
Ready to see how leveraging Wambi’s culture transformation solution can impact retention, work satisfaction, engagement, and culture? The Wambi team provides a first-class customer experience to any organization preparing to roll out the culture transformation platform. Download the Onboarding Overview to learn more.