Intermountain Healthcare Leadership Employee Reviews
What do you like best about the leadership team?
Everyone above my department manager and just corporate slaves
Friendly, but i wish theyd listen more
Honestly i dont like them and i wish they would listen
they listen to what caregivers have to say
Review from Operations Dept
They keep you up to date on all the constant changes.
They are genuine. They might have faults and do things I don't agree with, but they sincerely want to create a good working environment and take care of patients well.
Review from Admin Dept
Great communication keep us up to date
They show Respect and continually educating us
My manager is great, and a go getter
Transparency, innovation, and they care about developing the talent of their people.
Review from Admin Dept
They care about me personally
open door policy and willingness to listen
Willingness to try new things, looking for ways to simplify steps w/o making the quality of communication and patient care lag.
My manager is super supportive and encourages learning and growth
Review from Operations Dept
My direct leadership team does everything they can to ensure a healthy working enviornment. They go above and beyond to make you feel safe, respected and valued.
manager great. responsive, willing to work with us
The hospital leadership team is great but their hands are tied on corporate decisions
My local department leadership is wonderful. My manager advocates for us like a champ but it ultimately goes nowhere because hospital administration and executive administration only return with flowery language and no meaningful change.
The team level on up to the service level are great managers. The executive team likes to create their own irrelevant metrics that inaccurately account for staffing, compensation and patient experience.
Review from Operations Dept
They seem to value us individual contributors
Review from Customer Support Dept
What does the leadership team need to get better at?
letting their employees be part of the decision making process
Realize what the real workers do all day while you sit in cushy offices
Support and advocate for the employees. Managers on site to support the staff. Pay increases in this tough economy. We are struggling!
Connecting with caregivers and caring about them. They are out of touch and unrealistic.
Communication, empathy and treating people better.
Listening. Focusing on patient care instead of making $
Making treatment of patients easier for front line workers, respecting their skills, experience and input.
Valuing front line professional healthcare workers and focusing on patient care vs bottom line. It has been become a place known for its degrading leadership and employee treatment.
Building employees up, instead of making sure everyone knows they are the top dog.
Listening to their enployees. Try and understand where your employees are coming from.
the housekeeping leaders Erika and Michael need to stop being so controlling. They keep losing employees left and right and then overworking the remaining staff, thus losing more of their staff. You'll never feel appreciated, but you will feel burned out.
Transparency and putting the patients safety above greed
Leadership team needs to listen to their front line employees and understand the challenges they face instead of forcing them to work unreasonable hours with unreasonable expectations.
Review from Operations Dept
"Walk the talk". Intermountain leadership says they provide a safe environment. Need to get better at holding staff to the intermountain values instead of jumping to conclusions and punishing staff on one persons word.
Stop screwing us over. Stop treating us badly and then acting like we are so lucky to work for you.
Review from Operations Dept
Supporting staff. Listening to them
Leadership needs to pay front line staff enough to be able to live and afford the cost of living where we work.
Care about your people not just policies
Communicating effectively and integrity to share and follow thru with clinical staff and admin staff
No experience in the specialty they're managing. Poor communication. Poor execution.