Studer Group - page 2
Hi, Just wondering about your thoughts on the Studer group? Does your facility use them? What's your response etc? I have been apart of a couple facilities that used them One facility went all... Read More
1Mar 22, '10 by tdrn00Quote from 10MG-IVYou are so right! Our hospital administration (most notably the CNO) embraced the Studer Group like they are gods who are perfect and can do no wrong. My take on this organization is that they, as you so pointedly stated, are a bunch of snake oil salesmen (and saleswomen) who's sole intent and purpose is to show upper administration how to fire employees and how to load additional tasks on an already overworked nursing staff (I.E. discharge phone calls, thank you cards, etc.). The answer to improved patient satisfaction is adequate staffing and LISTENING TO YOUR STAFF, FOR ONCE! What a concept!if Admin would spend the money on keeping their staff happy, upgrades to the tools we use daily, reduce the paperwork, instead of being sucked in by companies that think they have reinvented the wheel, hospitals would run efficiently. In fact, I think if they (Admin) would ask NURSES, TECHS, PHARMACIST, DOCTORS that work in hospitals 24/7 HOW?, WHAT?, WHERE?, WHEN?, WHY? they may get questions answered. Oh, I forgot, they can't think, they need to hire a consultant that doesn't come to the hospital except to walk to the Admin offices and pitch their snake oil.
2Mar 22, '10 by tdrn00Quote from mellydeeYou are absolutely dead-on: "The Studer Group is a complete scam and money-making machine". I'm glad that I am not alone on this opinion.The Studor Group is a complete scam and money-making machine. One does not need to pay tens of thousands of dollars to this group to determine what a hospital needs to make patients "very satisfied"-- good staff and more of them! Not to mention an overhaul of a system based on money-driven medicine.... I work as a charge nurse in a medical-surgical unit and find that these "innovations" only create more work for the already dog-tired floor nurses. Staff nurses are sending thank you cards, making day after discharge phone calls in addition to their mounds of work. It is a slap in my face as a professional and it sickens me when management makes decisions like these when they haven't floor nursed in several decades!
1Mar 23, '10 by jlcole45The Studor program is like any other - it simply provides a framework and if
used properly insures consistency. It's easy to be critical (and nurses are particularly
good at this) when you don't know all the facts.
It has been my observation that when administration hires a company like Studor is because there are major problems within the organization, and they are trying their best to fix it. Let's be honest do you really think they want to pay that kind of money to an outside organization?
If you don't like how things are done then join one of your facilities committees and participate. Every where I've worked over my 20 years of nursing experience, the administration has tried to get the staff to join and give input -- but they usually don't want to be bothered. Most simply want to show up do their time, which is fine, but don't complain that you don't like the changes when you refuse to participate!
Remember decisions are made but those who show up.
5Mar 23, '10 by luvRNsHave now worked in 4 hospitals employing Studer principles. Here are several observations:
1. Must come from the top down, and the top must REALLY support the principles. Many at the top don't....just give it lip services. This DOES mean rounding and visibility. I learned ( and fixed) so much from doing rounds....
2. Scripting is a weak point. You can't force-fit language, It must be what's comfortable.
3.May work for the short term, but cultural change is a long-term commitment. As administrative attention wanders, so do the Studer principles. Change is then not maintained.
4. The pillars work. As a former nursing director pre-retirement, I used the pillars in monthly reports. My goals were printed on them as well as the manager's aligned goals, metrics, progress and action plans. As a result my managers were always clear on what was expected, and what their progress or challenges were. For my part, I tried to be a barrier buster for problem sreas.
5. Reward and recognition work. Sent flowers to one charge nurse after an extraordinarily horrendous night shift. She cried and said no one had ever sent her flowers in her life !!
6. Getting low performers off the bus is critical. If you do any one thing, this is the one to do. It is really true that 20% of your employees get 80% if the attention. THe culture will not change with them still on your unit. Yes, it's hard.
7 Re-recruitment also works. Everyone likes to hear they're valued. These high-performing people will support you through thick and thin.
Have used these principles in MANY work settings,, always with success.
Hope this helps, and enjoy the ride
0Mar 24, '10 by jlcole45I agree a prescribed script does not work - the staff will not consistently use and the patients especially the regular ones will notice! And we will come of as sounding insincere....sounding like a waitress in a chain restaurant!
BUT having a framework and guiding principles does work. It provides consistency and continuity. And as mentioned helps the managers lose the "low performers."
It only takes one bad apple to spoil the rest and we have all worked with them.
A quick example. I used to work with a seasoned nurse - she was very competent BUT she was a witch who always was the first to offer a negative opinion and soooo critical of the other staff. So when she saw a novice nurse do something wrong she wouldn't help, she would simply talk
bad about them and spread rumors. She was also the sort who would get buddy-buddy with
some of the doctors - which is always annoying and inappropriate. If the manager was present on the unit more he would have noticed this but he didn't - as house supervisor I repeatedly told him she was a problem but nothing ever came of it. And as a result, several good nurses have left because the atmosphere was so uncomfortable. Remember the patients are very observant and they will pick up on tensions in the work place.
I think if this place had a framework in place like the Studor group this one nurse would have been let go and it would be a better place to work.
1May 21, '10 by jlcole45The new place I just hired on at uses Studor and so far it's the first place that I've worked at in my 20+ years of nursing were I feel like 'my prinicples' are the facilities prinicples.
Call me Florence but I have always been about the patient. And I would challenge any nurse reading this to tell me that I am wrong to hold this belief. If you are a nurse then the focus should always be about patient safety and delivery of high quality care - if you don't believe this then you should not be a nurse. Wouldn't you want that for your family? Your mother? Your spouse? Studor or any other program like it, helps everyone get on the same page in the song book and it is usually a huge improvement to a hit and miss system or no system at all.
It's a tool, a frame work, a way to help everyone understand what the facilities' Mission and Vision is and a way to implement an improvement in care and service - that's all.
Yeah the company makes a lot of money, but so does every other self help group - and that's sort what this is - a corporate self help tool. Yes I said corporate - never forget healthcare is a business and if we fail as employees then our 'business' will shut down and we will be out of a job.
0Jan 18, '12 by alibThey have come into a Canadian hospital and its the first time in 26 yrs of being there that frount line high achieving managers who have been very successful (receive awards, done amazing research, respected with staff etc) have been laid off....they cite ridding organization of low achievers but are getting rid of high achievers...fear and intimidation..I'd say.....never experienced such a poor culture as a result. Staff want to get on with their work, and appreciate the rounding but managers who have always valued staff feedbk and input say its not worth the added cost to have them there..upper management needs to walk the talk & support what is being brough forward or its useless...and frustrating....Canadian hospitals are also not for profit...so wasted $$
0Jun 11, '12 by rookiebossAmen. it has to come from the top down every hour of every day. it can't be a "flavor of the month" to try and "fix" whatever the problem is. it seems to me that those that negatively bark the loudest are the low performers who would rather belly ache & criticize rather than taking some ownership of their own behaviors & attitudes, come to the table and offer/discuss some realistic solutions to their concerns. listening is a 2 way street...you get what you give...if you are not willing to listen, discuss & reach a compromise...don't expect anyone to listen to you.Last edit by rookieboss on Jun 11, '12 : Reason: additional thought
1Jun 30, '12 by Georgia peach RNI agree it must start at the top and roll down.
The organization I work for uses the studer group also
I LOVE rounding
I look for things that can be improved think of ways to improve and when I am "rounded on" I tell them just what I think
because of honestly telling them what I think I have seen some of my ideas instituted, new equipment purchased, and needed repairs made.