The senior leadership team met and were given a full briefing on
the results. Here’s a quick summary of what we’ve learned.
STRENGTHS (Top 5 Satisfaction Drivers):
Self-Challenge
4% 1% 97% Accomplishments
5% 2% 93% Workplace Pride
5% 4%
91%
I am comfortable
challenging myself. I feel a sense of pride in my
work accomplishments. I am proud to work at my
place of business.
Issue Reporting
6% 4% 91%
Fun Environment
5.5% 91%
5.5%
My team members make
my place of business a fun
place to work.
Better Benefits
for Better Health
I know how to report a respect
in the workplace issue.
OPPORTUNITIES (Bottom 5 Satisfaction Drivers):
Work/Life
Balance
Innovation
12%
14%
73%
Career
Development
13%
75%
75%
11%
15%
We celebrate people who try new
and better ways of doing things,
regardless of the outcome.
12%
People are encouraged to
balance their work life and
their personal life.
Benefits and Well-Being
11%
78%
11%
My place of business provides
a competitive benefits and
well-being program.
Respondents:
Strongly Agree, Somewhat Agree
11%
My immediate manager and
I have connected regularly
to discuss developmental
opportunities.
Opportunities
8%
81%
My immediate manager gives
me opportunities which align
with my career goals.
Neither Agree nor Disagree
Disagree or Strongly Disagree
Based on these findings, management teams across the Group
are developing action plans for improvement.
A
s we look forward to the future of
healthcare, the Larry H. Miller Group
of Companies is positioned to deliver
a competitive employee benefits strategy.
Our intention is to pivot away from the
fee-for-service model to a value-based
model, which aims to strengthen member
loyalty, build brand and reputation, and
improve the health of our population
and communities. This shift from “sick-
care” to healthcare emphasizes well-
being, prevention, and early detection/
intervention.
Our four key core commitments are
service, quality, finance, and growth.
Behind these commitments are ambitious
goals and initiatives that address
collaboration between the hospital systems
and LHM. Technology can help put you,
the patient, at the center of your own care
and provide a greater focus on population
health to improve engagement and provide
convenience-driven access to care, but we
have some work to do.
Our goal is to provide a comprehensive
and competitive employee benefits plan
that delivers a healthcare experience
resulting in the highest level of patient
and employee satisfaction. It will provide
for the preventive and acute healthcare
needs of employees and their dependents
in the safest and most timely manner.
The plan is competitive and financially
sound and develops community healthcare
partnerships to develop appropriate
access to health and wellness services, all
while growing employee engagement and
accountability for improved preventive
care, nutrition, exercise, and health-
affirming lifestyles.
LHMWSM.com
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