This webinar discussed strategies for building employee engagement, especially during turbulent times. Three healthcare CEOs described their approaches, such as prioritizing strong leadership, effective communication, recognition programs, and investing in employees' professional development. They emphasized listening to employees, understanding their goals and passions to motivate them, and working to establish a sense of belonging, competence and purpose to inspire loyalty and engagement.

1. SPONSORED BY
Building Employee Engagement
for Turbulent Times

2. Housekeeping
WEBINAR SERIES
SPONSORED BY
Building Employee Engagement
for Turbulent Times

3. Welcome!
During today’s discussion, feel free to submit
questions at any time by using the questions box
A follow-up e-mail will be sent to all attendees with
links to the presentation materials online?
WEBINAR SERIES
SPONSORED BY
Sheldon Arora
CEO
LiquidAgents Healthcare
Bob Meade
CEO
Doctors Hospital of
Sarasota
Sheri Milone
CEO
Lovelace Women's
Hospital
Building Employee Engagement
for Turbulent Times

4. Please use the questions box on your webinar
dashboard to submit questions to our moderator
Now speaking
?
WEBINAR SERIES
SPONSORED BY
Jaclyn Schiff
Moderator
Editorial Programs Manager
Modern Healthcare
Building Employee Engagement
for Turbulent Times

5. Please use the questions box on your webinar
dashboard to submit questions to our moderator
Now speaking
?
WEBINAR SERIES
SPONSORED BY
Sheldon Arora
CEO
LiquidAgents Healthcare
7-time “Best Places to Work in
Healthcare” winner
Building Employee Engagement
for Turbulent Times

6. About LiquidAgents Healthcare
WHAT WE DO – We provide clinical staffing solutions to public and private healthcare facilities nationwide.
Since 2003, we have served healthcare facilities by providing proven, experienced healthcare professionals,
staffing flexibility, industry-leading credentialing methods, and dedicated customer support.
We’ve won more than 50 local, regional and national awards recognizing us as a “Best Place to
Work”, “Fastest Growing Company”, “Business of the Year” and “Best Staffing Firm”, etc.

7. What makes us a “Best Place to Work”?
- People genuinely like the work they do.
- We remove obstacles that prevent people from doing their best work.
- People feel like they are making a real difference.
- We’ve established an environment that’s creative and fun.
“The opportunity to learn and grow is endless. What
companies in this day and age allows access to
upper management and to be included in creating
and executing the direction for the company?”
– Dean R., Talent Advisor
“I’m surrounded by people who motivate and push me
to succeed while giving me the opportunity to work on
my weaknesses. Everyday has been a new learning
opportunity, which lets me know how far I’ve come and
how far I need to go.”
– Sujan P., Associate Client Advisor
“I love working for LiquidAgents because my opinion
matters, and I see change based on the information
I present to our upper management.”
– Paige C., Talent Advisor
“Everyone has the opportunity to work their way up. LiquidAgents gives us the tools we need to
be successful; it’s up to you how fast or slow you want to get there.”
– Kaitlyn P., Talent Advisor

8. Why is our team excited to come to work each day?
- The People – feels like working with your family and best friends
- Relationships –one-on-one time with upper management and C-level executives
- Control Over Career – up to each individual how quickly they learn, climb the ladder, etc.
- Lots of Fun – implement creative, interesting incentives to keep people excited

9. How do we inspire loyalty?
- Strong Foundation – conduct formal training, hold real-life role plays, and establish mentor/mentee
relationships from Day 1
- Be a Resource – provide the right tools, training, and support to help everyone be successful at their job
- Recognition – recognize and reward great performance, goal achievements, etc.
- Know Our People – understand employees’ personal goals (financial, educational, etc.) and help them
grow personally and professionally

10. How do we motivate and engage employees?
- Understand People’s Passions – what motivates them to be successful, gives them purpose, etc.
- Understand People’s Goal – understand what they want to achieve personally and professionally
- Know How to Incentivize – understanding passions and goals allows us to choose the right incentives
to inspire and push people to do their best work

11. How do you protect your culture?
- Be Forward – we tell people what our culture is like before we hire them
- Train – we teach people our traditions
- Nudge – if someone oversteps a boundary, we let them know
- Feedback – we check-in with employees regularly to ensure we’re always on the same page

12. What perks and benefits really make a difference?
We are an incentive-based organization.
Short Term
- Pat on the back
- Spin on our prize wheel
- Company outings
- Concert tickets
- Etc.
Long Term
- quarterly trips w/ senior leadership (review of past Q and plans for next Q – select few employees invited to observe and provide input)
- monthly manager meetings (select few employees invited to present updates and offer insights)

13. QUESTIONS?
Sheldon Arora serves as CEO and Founder of LiquidAgents
Healthcare and StaffDNA. With more than 20 years of experience in
the staffing industry, Sheldon is responsible for providing strategic
direction, operational expertise, vision, and leadership.
Prior to his role at LiquidAgents Healthcare, Sheldon held several
executive level positions in the technology industry, including CEO of
Esoftsolutions (ranked 52 by Inc. Magazine), senior leader at Perot
Systems, and technology leader for EDS.
Sheldon is a board member of several privately held companies, a
member of numerous technical and business associations, and
frequently presents at conferences nationwide.
He holds a BA in Computer Science from Wayne State University.

14. Please use the questions box on your webinar
dashboard to submit questions to our moderator
Now speaking
?
WEBINAR SERIES
SPONSORED BY
Bob Meade
CEO
Doctors Hospital of Sarasota
8-time “Best Places to Work in
Healthcare” winner
Building Employee Engagement
for Turbulent Times

15. Outstanding Quality
& Award Winning Care
2014, 2015 and 2016

16. Our Mission
 To provide exceptional and personalized care to
every patient, every day with warmth, friendliness
and personal pride.

17. Hire the Right Leader
 The leader creates the culture in the department
– Sets tone for Accountability
– Inspires
– Recognizes / rewards contributions

18. Interview Process
 5 step interviews
– Human Resources
– Peers
– Manager
– Director
– Senior Officer
Set expectations of high performance in interview

19. Employee Rounding
 Listen to the employees and respond timely
 Share actions taken as a result of employees’ suggestions
– Post stoplight reports
 Ensure employees feel part of the team – make personal
connections with employees
 Champion the employees’ progress / career goals
 Board of Director lunches with staff

20. Recognize / Celebrate Success
 Reward / recognize employees who go above and beyond
 Hospital-wide celebrations
 Thank you notes to home

21. Please use the questions box on your webinar
dashboard to submit questions to our moderator
Now speaking
?
WEBINAR SERIES
SPONSORED BY
Sheri Milone
CEO
Lovelace Women's Hospital
7-time “Best Places to Work in
Healthcare” winner
Building Employee Engagement
for Turbulent Times

22. Lovelace Women’s Hospital

24. What makes you want to come to work
Because you believe you can make a difference
Because you understand your work and feel competent in your ability to do it
Because you understand your fit in the organization

25. Onboarding Journey
This program takes a new team member beyond surviving to thriving in their first year. Timelines for
each level are flexible and tailored for each new team member by their leader.
First week
Level 101
Takes place
approx. Day 1-7 of
a New Hire’s first
year
Preboarding
Takes place after
hiring and before
joining.
Level 301
Takes place
approx. Day 30-60
of a New Hire’s first
year
I have a plan,
the tools and the right
connections to ensure success!
Leader and Buddy support continues
throughout the first year of a New Hire’s
#MYARDENTSTORY
First Quarter
Level 201
Takes place
approx. Day 7-30 of
a New Hire’s first
year
I’m prepared for a positive,
‘best first week ever!’
I belong, I’m on track
and I’m here to stay!
Level 401
Takes place
approx. Day 60-90
of a New Hire’s first
year
Day 1
The day a New Hire
begins in their new
role.
Because you believe you
can make a difference

26. Foundations of Leadership
Foundations of Management
Leadership Development Institutes
Annual Competency Days
New Employee Orientation
Departmental skill training
DNV/ISO continual readiness
Certification pay
E-learning programs
Tuition reimbursement programs
Clinical educators
Baby Friendly
Training programs available at LWH
Because you understand your
work and feel competent in
your ability to do it

27. Town Halls
Daily departmental huddles
Weekly management huddles
Traditional department meetings
Monday Morning Memo
Monthly newsletters
Employee rounding by leadership
Daily patient needs huddle
Communication boards/books
Email communications
Nursing forums
Employee focus groups
Employee suggestion program
Leadership Development Institute
Performance management system
Communication methods used at LWH
Because you understand
your fit in the organization

28. Service Excellence Awards
Summer BBQs
Healthcare Heroes: of the month; quarter; year
Holiday party
Departmental celebrations
Fundraising activities
Girls Night Out
Day of Dance
Healthcare Week activities
Facility wide celebrations: Ardent Cup, Best Places to Work, DNV/ISO
certifications, and more
Nursing Excellence – statewide awards
Daisy Awards for nursing
Thank you cards
Monthly fun events
Rewards and Recognition

29. The WOW team is sponsoring a Paint Nite for Women’s Hospital employees! See the
attached flyer for details. The event is limited to 40 participants, so buy your tickets
early!
Come paint, sip and have fun with friends!

32. 0
10
20
30
40
50
60
70
80
90
100
Your immediate
supervisor
Leadership (upper
management)
Job engagement Organizational
engagement
Overall
Satisfaction
Lovelace Women's Hospital: Employee Survey
Results(percentile ranking)
Sep-03
Dec-10
Jun-14
Jun-15

33. Modern
Healthcare’s
Best Places to
Work
Ranked top 100
for Eight years

34. SPONSORED BY
Q&A

35. Thank you for attending
Thanks also
to our
panelists
Expect a follow-up email within two weeks
with links to presentation materials and
information about how to offer feedback.
For more information about upcoming webinars,
please visit ModernHealthcare.com/webinarsi
WEBINAR SERIES
SPONSORED BY
Sheldon Arora
CEO
LiquidAgents Healthcare
Bob Meade
CEO
Doctors Hospital of Sarasota
Building Employee Engagement
for Turbulent Times
Sheri Milone
CEO
Lovelace Women's Hospital