# Presentation: 125099

## Creating a Healthy Workplace CultureLaVaughn Palma-Davis, M.A.Senior Director, University Health and Well-Being InitiativesUniversity of Michigan

## University of Michigan Health System

**Over 15,000 Faculty & Staff**
**3 Hospitals & Numerous Health Centers **
**Medical School**
**MCARE Managed Care Organization**

**Notes:**
UM is home to one of the largest health care complexes in the world. It’s an extraordinary place to work, with
approximately 15,000 employees in over 50 different locations.  The UMHS has a richly diverse employee population made up of a wide range of educational, ethnic, cultural, and socio-economic backgrounds and jobs.  It’s a city!

## The Leaders and the Best:

**The Leaders and the Best:**
**A Balanced Commitment to Excellence**

- Education

- Research

- Patient Care

**Notes:**
Fundamental to our identity as an academic health center is the fact that we are an educational institution with a tripartite mission of teaching, research and clinical care. All are important to making the wheel go round and moving the UMHS forward.

## Foundations Regarding Employee Health Improvement

- There is a humanistic case and a business case, which can be aligned.
- A healthy workplace culture which provides the right resources, encouragement and assistance can have a significant impact.
- Each of the stakeholders has a role; collaboration and synergy are important  to success.

**Notes:**
We chose a people-centered approach.

## The Human and Business Cases for Investing in a Healthy Workforce

- _Humanistic_
- Improved morale and job satisfaction
- Improved health status and quality of life
- “Taking care of our own” is simply the right thing to do
- Caring for one another leads to better care for others
- Public image as a caring, compassionate “employer of choice”

- _Business_
- Reduced health care costs
- Workers’ comp
- Non-occupational
- Disability
- Reduced absenteeism and replacement costs
- Improved recruitment and retention
- Improved productivity

## Keys to Creating a Healthy Workplace Cultureat UMHS

## Key #1: Create a Compelling Vision and Values

- University of Michigan Health System Strategic Principles
- 7 Principles That Guide Our Organization
- Principle #4:  **Taking Care of Our Own**
- ....this broad concept embraces having a healthy, safe and satisfied workforce...
- Strategic Target:  Provide programs and services within a supportive work culture that foster employee health, safety and well-being.

**Notes:**
These keys did not occur in the order that I’ve put them in today, but now that they’re all in place, we’ve seen and hope to continue to see significant improvements in our impact.

## Key #2: Establish Goals and Objectives

## Key #3: Train and Engage Leaders 

**Realize the difference leadership can make!**
- Meet and communicate with leaders
- Provide rationale re: importance of employee health and well-being to individual and organizational success
- Recognize their role in promoting employee health and well-being
- Provide training and resources
- 	to help them effectively manage
- 	health and safety issues
- Actively enroll them in programs
- 	(visible modeling & championing)

**Notes:**
Examples:
Leadership group presentations that could be cascaded to their employee meetings
10 day leadership development program with a full day dedicated to protecting and promoting employee health and well-being
Special enrollment process for PAL CC
Graphs providing feedback on their team’s progress vs. others in the institution

## Key #4:  Engagement at All Levels

**When the value of health and well-being is embedded in the culture, you can see exponential changes!**** **
- New employee orientation and follow-up
- Management training and expectations
- Departmental wellness ambassadors
- Individual units encouraged to implement and share ideas for fostering a healthy workplace culture
- Communicate, communicate, communicate

## Key #5:  Align Services for Synergy

**UMHS Employee Health and Well-Being Services - **A coalition of services dedicated to improving the health and well-being of our most precious resource, our employees.  Services include:
- Employee Wellness
- Employee Assistance
- Employee Health Service (occupational health clinic)
- Safety Management
- Child Care
- Virtual Center (unified materials & web site:   _[www.med.umich.edu](http://www.med.umich.edu/wellbeing)__[/wellbeing](http://www.med.umich.edu/wellbeing)_)

**Notes:**
Hopefully from the DVD, you got a sense for what our services provide, and why they are important to us.
Lump the HERC in to the Employee Wellness bullet.

## Key #6: Offer Resources and Programs to Motivate, Educate and Empower

- M*Fit *is dedicated to  educating, motivating and empowering individuals to make healthy lifestyle choices that improve overall quality of life.
-                   -Since 1992

## Key #6: Offer Resources and Programs to Motivate, Educate and Empower

- Offer broad and targeted services
- Include social support
- Keep it fresh and mix it up
- Make it fun!

**Notes:**
One targeted program example is laundry services where a large percentage of the staff speak English as a second language and have significant health risks 

## Key #7: Make Your Work Environment Obviously Healthy

- Is it obvious that a healthy workforce is a priority for you based on the physical environment?
- Healthy options in cafeteria and vending machines
- Smoke Free Campus
- Walking Maps
- Bike racks and lockers
- Shower Facilities
- Large-scale events
- Visuals....posters, signs, etc.

## MFit Healthy Dining Program

## Tobacco Consultation Service

## Key #8: Recognize and Reward Performance

- Rewards and recognition are meaningful and powerful for those trying to make or maintain healthy changes
- Official awards ceremonies
- Recognition at staff meetings, email communications
- Incentives to maintain motivation

## Getting Specific - a Case ExamplePhysical Activity for Life Charity Challenge 

- Designed to improve levels of physical activity
- Team enrollment and reporting via the web
- Modest incentive for participation (pedometers)
- Weekly emails based on personal goals
- Periodic updates to compare team progress
- Major engagement and communications throughout
- Winning teams donated proceeds to charity
- Awards ceremony
- Wall of Fame”

## PALCC Results

- 1st Place: Risky Business
- Charity: Partners Seeking a Cure for Primary Sclerosing Cholangitis
- 2nd Place: Laundry
- Charity:  Victory Junction Gang Camp
- 3rd Place: ORL Bone Crew
- Charity:  Food Gatherers
**156 Teams**
**2,042 Participants**
**3,464,954 Exercise Minutes**
**$10,067 Charity Dollars**

## Our progress to date...

## What’s On Tap for 2006

- Continuous work on leadership engagement
- Manager’s Guide to Workplace Well-Being
- The ***Michigan Healthy Community Initiative*** - expansion to the entire University
- 34,000 employees, 81,000 families, 50,000 students

## The Michigan Healthy Community Initiative

- "We enjoy a singular position of having a hospital, health care providers, an insurance company, and health policy experts. With appropriate joint incentives, we have the means to mount **a broad, collaborative effort to fashion a prototype program, testing the assumption that it is feasible to promote healthy living, contain health care expenditures, and define optimal insurance coverage for individuals and families. **
- We can use those intellectual resources to help the nation in addressing the growing crisis in health care. There are few current issues on which the University of Michigan is better positioned to engage public discourse and provide national leadership."
- UM President Mary Sue Coleman, Future Directions Presentation to the Regents, April 22, 2004

## It’s a Journey

## Our Commitment to Community HealthThe Ann Arbor Healthy Schools Project

## Healthy Organization

**Healthy Organization**

**Personal Responsibility**

**Healthy Work Environment**

*Healthy, engaged, *
*productive employees!*

**Healthy Workplace Culture:  A Multifaceted Approach**