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!

Learn about 5 essentials of nursing orientation and its pivotal role in the competency and retention of newly hired registered nurses, from HealthStream.

Through its partnership with HealthStream (NASDAQ: HSTM), Precyse University, the most innovative, complete and widely adopted on-site, online and mobile ICD-10 education solution, has launched a powerful and unique ICD-10 education program for the physician office/ambulatory market.

Appreciative questions are a simple and effective way to inspire people and reinforce desired behavior. They can put a positive spin on huddles, staff meetings or during casual rounds with staff.

I get many questions from people about how detailed to get when writing a healthcare competency statement. Should you write a competency statement and then add a sub-set of details that reflect all the skill aspects of that competency or details that describe the steps of a given procedure? The answer to this is, “Not necessarily.”