Employee Morale Improvement Project: Major Healthcare Facility

Executive Summary

KolorBox Media was approached by the Medical Director of a major health care facility  to partner in the development of a proposal for an employee morale improvement program. We suggested two initial steps: first, recruitment of an in-house oversight steering committee to direct the program development; next, the hiring of on-call outside consultant  to facilitate both the work of this committee and the institution of the program. The document and agenda to support this committee  required analysis of corporate culture to ascertain  how the program could best be developed and delivered for employees in this particular workplace.  Next, it required research on methods of obtaining valid confidential input from staff members.  Both budget and timeline were incorporated into the proposal. The document was researched, written and produced over a three-week period for this client.

Client:  Hospital Director


Subject: Proposal for Improving Morale within Medical Staff

Date: December 9, 2011


Objective: To improve medical staff morale resulting in enhanced job satisfaction, reduced turnover, clearer communications, and increased individual and group productivity

Problem Statement

Morale is decreasing among the QH medical staff: psychiatrists, psychologists, physician, and surgeon.

Staff has been impacted by the recent layoffs, leadership changes, vacant positions, and unclear roles and responsibilities. The results:

  • high turnover
  • frequent complaints
  • unproductive meetings
  • lack of communication and trust involving communications
  • poor work engagement


Morale Oversight Committee

The creation of a Morale Oversight Committee (MOC,) to include designated medical staff and Medical Director, will develop and institute a morale building program. The MOC will actively develop assessment tools, design strategy, and evaluate outcomes. They will engage the remainder of the staff in team building activities. Empowering staff is a key strategy.  Empowerment will be achieved by appropriate team building activities and tasks as defined by MOC. MOC may utilize consultants to assist with design, intervention, and evaluation phases of program.

MOC will clearly communicate program goals and schedule to all medical staff to decrease resistance.

Sequence of MOC Tasks

MOC will institute the morale building program in the following sequence*:

Phase 1:              Data Gathering

Phase 2:            Data Analysis

Phase 3:            Intervention Design

Phase 4:            Interventions

Phase 5:            Outcomes Evaluation

Phase 6:            Maintenance

*Consultants may be used to facilitate any phase.

Phase 1: Data Design and Gathering

1)       MOC will design assessment tools to measure staff satisfaction levels and elicit feedback by:

a)        reviewing and selecting attitude assessment tools.

b)        tailoring interview questions, questionnaires, secondary data gathering tools, and email survey for NSH use.

2)       MOC will gather sufficient data from staff for analysis and intervention design by:

a)       conducting directed interviews to gauge overall satisfaction levels and concerns.

b)       utilizing questionnaires to gather data on understanding of roles, responsibilities, and perceptions of current work situation.

c)       review employee performance records to assess positive, negative trends.

d)       conduct blind email survey of staff issues and complaints.

Phase 2: Data Analysis

MOC will analyze data to ascertain which issues can be impacted by MOC and which cannot. MOC will note those requiring immediate response. This process includes:

a)       creating relative data categories: communications, individual performance, team interactions, role clarification, other.

b)       reviewing data, assigning to categories, and prioritizing the need for response.

Phase 3: Intervention Design

MOC will design activities and interventions to address problem areas. These will include:

a)       an employee appreciation program:  employee breakfasts, hall of fame wall, etc.

b)       sessions with employees to clarify roles and responsibilities and address concerns

c)       strategies to enhance communication flow such as encouraging ongoing staff feedback to allow for quick leadership response: peer intranet support and recognition, blind emails, etc.

d)       individual coaching strategies to address issues uncovered during data gathering and interventions

e)       team building exercises to encourage trust, interdependence, and to uncover obstacles that inhibit working together effectively

Phase 4: Interventions

MOC will conduct interventions to measurably improve staff morale. These will include:

a)       introducing an employee appreciation program

b)        conducting role clarification and information gathering sessions

c)       instituting communication workshops to introduce staff feedback and leadership response tools

d)        conducting team building exercises and off-site group activities

e)       provide individual coaching for employees as needed

Phase 5: Outcomes Evaluation

MOC will evaluate outcomes to ensure targeted improvements have occurred: reduced turnover, increased individual and group productivity, improved communications, and enhanced job satisfaction. Outcomes evaluations will include:

a)       comparison of  initial and final turnover rates

b)       conducting an ongoing tally of occurrences of email, personal complaints. Categorizing content for assessment

c)       conducting follow-up questionnaire; compare results to  initial  questionnaire satisfaction levels

d)       observing and recording overall productivity

e)       observe and record productivity and communication levels in staff meetings

f)        conducting staff follow-up meetings to obtain subjective feedback on effectiveness of  interventions

Phase 6: Conduct Periodic Evaluations and Morale Improvement Workshops

To maintain positive outcomes, MOC will schedule periodic evaluations and interventions to include:

a)       meeting quarterly for discussions

b)       utilizing follow-up assessments

c)       instituting interventions as needed


Phase Start Date End Date Notes

Estimated Costs

Initial Costs Item Estimate
Staff analyst for director
MOC Budget Items Assessment tools
Consulting fees
Employee recognition program

Supporting Materials

McNamara, Carter. MBA, PhD, Authenticity Consulting, LLC (n.d.).  Free Management Library:

A Complete Integrated Online Library for Profits and Nonprofits, Organizational Change and Development.  Retrieved from http://managementhelp.org/org_chng/org_chng.htm

Brown, D.R., &Harvey D. (2006). An Experiential Approach to Organizational Development. (7th ed.)

Upper Saddle River, NJ: Pearson Prentice Hall

Applegate, Jane. How to Boost Morale on a Budget. Retrieved from http://www.forbes.com/


Five Steps to Develop a Recognition Program. (n.d.).Retrieved from


Minnesota Satisfaction Questionnaire (MSQ). (n.d.). Retrieved from