The 2010 Affordable Care Act has initiated broad and transformational change to our healthcare system, with reimbursements shifting from fee-for-service care to value-based care. In response to the changes upon us, the Robert Wood Johnson Foundation (RWJF) and the Institute of Medicine (IOM) launched a two-year initiative to assess and provide thought leadership on transforming the nursing profession.

Turnover and retention are a growing problem for organizations across the continuum of care. Increased volume demands on our healthcare system mean that organizations cannot afford to waste time hiring the wrong people. Two of our partners, Assess Systems and NurseCompetency, help care organizations improve their hiring processes and identify and assess better potential candidates.

The Physician Payment Sunshine Act requires that all manufacturers of drugs, devices, and biological and medical supplies covered by federal health care programs report all financial relationships with physicians and teaching hospitals to the Centers for Medicare and Medicaid Services (CMS).

According to research, four out of ten workers globally are disengaged. In the healthcare industry, the situation is worse. Nurses in the U.S. are overworked, stressed, and emotionally and physically exhausted, causing nearly 50% of staff to be either disengaged or just moderately engaged. This situation is not helpful to an industry that is seeking to increase its workforce.

Leaders often ask which tool is most effective for improving the patient experience in the emergency department. If they were to select and implement just one item with the most impact for enhancing service in the ED, what would it be? The answer to that question is simple.

Are your employees aware of your healthcare organization’s vision and top objectives? If your organization is like most hospitals and healthcare organizations, employees do not have any insight into your key objectives.

Emory Healthcare is a six-hospital system with multiple physician offices in and around Atlanta, Georgia. As the HealthStream Learning Center System Administrator, Pat understands the value of continuing education. She is passionate about helping Emory staff get the credits they need to keep doing what they love doing.

Learn how hourly rounding improves communication and ensures the best outcomes in a healthcare setting between staff, patients, and loved ones, from HealthStream.

This blog post details how all healthcare facilities across the nation need to take harassment prevention training seriously.

This blog post, taken from HealthStream's coaching best practices series, shares six lessons for healthcare leaders about their responsibility for rewards and recognition.

Here are three hospital recognition programs and reward best practices HealthStream's partners crafted, unique to their very own healthcare environments.

From patient satisfaction to leader accountability, HealthStream analyzes what hourly rounding is not, why it often fails, and differences from traditional practice.

This blog post initiates our series of Best Practices from Baptist Leadership Group, a HealthStream Company. Every week we will share information from BLG that demonstrates their expansive understanding of the challenges faced by healthcare organizations and the solutions they have identified for improving the patient experience and patient and business outcomes.

This HealthStream customer spotlight was featured in our most recent issue of PX Advisor. Fill out the form at the end of this post to download the full issue. Subscribe to future issues here.

In this article by Dr. Randy Carden, Senior Research Consultant, from the most recent issue of HealthStream's PX Advisor, we seek to answer two questions that have recently been posed to HealthStream by a client who participates in our physician satisfaction and engagement survey, Physician Insights.

When mistakes and errors occur in our organizations, it is our obligation to analyze these problems and assess the reason(s) why they occurred. These problems have many different names: sentinel events, incident reports, near misses, etc.

Performance appraisal and competency assessment fall into the same basic family, but they also have some differences. Performance appraisal often refers to the overall employee evaluation

There has never been a time in our history with greater focus or energy on how patients are experiencing their care. In a recent Beryl Institute study, 70% of CEOs identified the patient experience as being among their top three priorities for organizational excellence and success.

Here’s an issue that managers across the health care spectrum deal with all the time:\n\nToday is the monthly leadership meeting for our organization. The agenda was posted yesterday and includes a review of the following items:

I believe Nurse Managers have the toughest job on the planet. They are accountable for operations, budget, staff satisfaction, patient satisfaction, staffing, quality outcomes—heck, all outcomes!