Along with reintegrating culture into daily practice life, the management team also focused on team-building throughout the process and successfully merged company culture with joy and fun. This ultimately created a cooperative, team-oriented and client-focused atmosphere that was both challenging and rewarding.
Eventually, the management team was able to identify individuals who were not in alignment with the hospital’s culture, and they were either coached out or self-selected out. The hospital was no longer stressed when they lost someone because they could clearly see how that individual did not align themselves with their newfound core behaviors.
Culture became a strong factor in their hiring process and training, which significantly helped tone down turnover. In fact, one of their newest DVMs chose to work at this practice because the mission statement on the website really spoke to her. Disciplinary conversations lessened as accountability improved and team engagement blossomed—their most recent annual picnic and holiday party had their highest turnout in the history of the practice.