Creating an “Employee First Culture” in Long Term Care

In long-term care, the trusting, intimate relationship between the client (the resident and their family) and the employee (the clinical staff) is the most important function of the organization. Because care delivery must be so consistent and frequent, the resident is more exposed to the greater employee culture, just as staff learns more deeply about the resident themselves and what they want from their care providers.

Creating an employee-first culture in these types of organizations is vital not only because residents so tangibly experience the personal side of the staff. It’s also because clinical staff have exclusive access to extremely valuable details about residents that could change the way they are cared for. Giving staff an open, accommodating work environment and a listening ear is the only way this information can be learned and applied by management.

Long-term care is inherently stressful, as with the larger medical field—everyday tasks can often be thankless and/or uniquely challenging and the stakes are high since human lives are in the balance. The old model of “the customer is always right” no longer applies here for several reasons: satisfying customers is ambiguous and subjective, customers often have little education as to how they can best be served, and resources or assistance is only available to an extent.

This session will discuss the Employee First Culture Approach and provide practical tips for building and implementing this inspiring work environment.

Format: ​Keynote or workshop intensive session. Also available as half day in-depth, interactive event.

This program is perfect for:

  1. ​Existing Nurse leaders
  2. Emerging nurse leaders
  3. Executive directors
  4. Non-managers in leadership roles

The audience will leave with: Session Objectives

During this session attendees will learn the four-phase process for employers seeking an employee-first culture.

  1. Have open and honest conversations about the state of the business.
  2. Share that information with employees to build trust and unite their vision for a better future.
  3. Reverse the managerial pyramid by putting leaders accountable and in service of the frontline employees.
  4. Take the power for organizational change from the CEO/Administrator and transfer it to frontline employees.