Former Sparks Health System CEO Tim Schmidt currently holds leadership positions at Medistar Corporation and the Bay Area Regional Medical Center. As a leader and career CEO, Tim Schmidt maintains an interest in the Walt Disney Company’s philosophies on employee engagement.
According to the Disney Institute, employee engagement strategies revolve around four primary factors: employee selection, training, communication, and employee care. These interconnected factors are designed to keep employees engaged by creating and sustaining a workplace culture that benefits both the organization and its staff. In essence, the institute’s model emphasizes the importance of choosing the right individuals for the job, encouraging ongoing employee development, instilling two-way communication processes, and highlighting employee appreciation.
For employee selection, the Disney Institute advises employers to place equal weight on an applicant’s job skills and personality traits. Giving equal consideration to both traits helps employers determine how well the applicant’s behavior will integrate into the organization’s desired work culture.
The idea comes from the standpoint that employees who fit into the workplace culture tend to become more productive individuals and contribute to a more effective workforce. Once hired, organizations should operationalize training companywide to infuse company values and offer opportunities for employees to further develop their skills and talents.
Maintaining employee engagement also means meeting the personal needs of workers on a professional level. The Disney Institute addresses these needs through open communication processes and employee appreciation.
Two-way workplace communication helps to ensure that employees feel listened to and respected. Furthermore, employers that demonstrate that they care for their employees beyond standard company benefits help create a sense of community, which can contribute to increased productivity.
The Disney Institute provides numerous resources for organizations to help foster employee engagement. For more information on the Disney model of employee engagement, visit the institute’s website at disneyinstitute.com.
Recognized for his ability to improve EBITDA and manage staff, Tim Schmidt has committed more than two decades to the field of health care, serving as CEO for numerous facilities across the nation. The former interim CEO for Sparks Health System, Tim Schmidt leverages his expertise in physician relations and employee engagement to carry out his responsibilities at Bay Area Regional Medical Center and Medistar, where he is chief executive officer and vice president of health care operations, respectively.
According to Gallup, employee engagement impacts patient safety, customer ratings, productivity, and turnover, among other key areas of a health care institution. To ensure the highest quality of care and services are provided, a health care organization should make employee engagement a priority.
Leaders can do this by developing employee engagement practices that occur year-round. Making it a strategic focus allows an organization to create road maps for developing employee development programs and other activities that can strengthen its team and overall care. For example, a health care organization should track engagement during regular rounding with staff, one-on-one meetings, and team meetings. During an interview with Becker’s Hospital Review, author Vicki Hess stated non-performance-related meetings serve as a good tool for evaluating employee motivation and utilizing the information to encourage specific behaviors.