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PDF
Size:
8.5" x 11"
Intended audience:
Frontline workers, managers and physicians
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When you need to provide a few light moments in a meeting, use this word search about being part of a unit-based team.
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Hank Fall 2016
Team Process
To enhance communication and participation, unit-based teams use processes that are designed to encourage teamwork, ike outcome-oriented meetings and frequent huddles. Teams also regularly analyze data to make sure their improvement efforts are on track. Advanced UBTs employ more sophisticated approaches that include adopting or spreading successful practices and getting input from Kaiser Permanente members and patients.
Team Member Engagement, Levels 3, 4 and 5
Team Member Engagement, Levels 1 and 2
Team Member Engagement
When UBT members are actively involved with their team, they speak up with their best ideas about how to improve the department. They take advantage of partnership processes like consensus decision-making and interest-based problem solving to make the department a great place to work. They look at how the department is doing on key metrics—like those around service and quality—and use that information to come up with ideas for improvement.
TOOLS
Format:
PDF
Size:
8.5" x 11"
Intended audience:
Frontline employees, managers and physicians
Best used:
Use this meeting icebreaker as a fun way to get people talking about things they love. From the Summer 2016 Hank.
TOOLS
Format:
PDF
Size:
8.5" x 11"
Intended audience:
Frontline employees, managers and physicians
Best used:
How we come across is as important as what we have to say. This poster shows the difference between those who complain and accomplish little—and those who are heard and create real change.
Hank Summer 2016
See the whole issueHow to Create a ‘Speak-Up’ Culture
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Tips from a manager
Deck
Tips from a manager
Story body part 1
Employees who feel free to share their ideas and concerns help keep our patients safe and make Kaiser Permanente a better place to work. Managers can help team members feel comfortable speaking up by creating a “psychologically safe” work environment—one where no one is afraid they will be embarrassed, rejected or punished for speaking up. Here are four tips from supervisor Nee Tang, Pharm.D., Ambulatory Care Pharmacy, West Los Angeles, on how to help workers make their voices heard.
Follow up and take action. “When an employee brings up something, look for the solution and be accountable. Make sure things are done. Having that accountability is really crucial to employees.”
Be authentic. “Having a manager who is open-minded and who truly, genuinely wants to create a safe environment for everybody, that’s the key.”
Be patient and persistent. “In the beginning, people may not be as comfortable speaking out. But once they see we’re coming every month no matter what [to do peer safety rounding], they’re speaking out. We’re really getting the equipment that is needed and reminding everyone about the proper ergonomic positions. People know we’re serious about making an environment that is safe for everyone.”
Find people who want to share their passion with others. “Another key is to have people who are passionate. Angie Chandler, our labor co-lead, is really passionate about ergonomics. I’m passionate about eating healthy. We have another employee who is passionate about exercise. Everybody wants everyone to be safe and healthy and to work well together. We’re passionate about what we do and want to spread that to everybody.”
Hank Summer 2016
See the whole issueMeet Your National Agreement: Spreading the Word
Deck
How do you get everyone on your team to know they’re on a UBT? Talk to them!
Deck
How do you get everyone on your team to know they’re on a UBT? Talk to them!
Story body part 1
I’m in a UBT, you’re in a UBT, we’re all in a UBT! Hooray! Let’s start our performance improvement project, collect our data and make a PowerPoint presentation to explain our results.
…Whoa. Not so fast. Unit-based teams were launched as part of the 2005 National Agreement, but we all still hear stories about frontline union members, managers and physicians who don’t realize they’re on a UBT. This is a big deal. When people don’t know they’re on a UBT, they’re missing out on an opportunity to take part in improving service and quality for our members and patients.
That’s why negotiators hammering out the 2015 National Agreement added a requirement: In order for a UBT to move up to Level 3, it has to have “a communications structure to reach all members of the department” in place.
Over time, this will help everyone in the department realize they’re part of the UBT—and will lay to rest the myth that “the UBT” is a small group of people who lock themselves in a meeting room, drink coffee and eat doughnuts and solve problems for everyone else. Your team needs you contributing ideas; our members and patients need you.