Directors and medical directors need a hard look by executive leadership. The heart is not in it, and the passion is not getting passed down to front-line teams. Successes, goals, company outcomes, and team focus no longer get communicated to teams.
After re-orgs and voluntary resignation, everyone is in survival mode, and no one feels safe going to HR - there have been blatant remarks of retaliation, refusal to hear ongoing process concerns and issues, and massive staff turnover. So many of these leaders are clueless about what their teams actually do.
New leadership from external companies is running rogue - what is with all the silos?! There is so much pushback on working together, and a deviation from the "all in" mentality SCAN has upheld for so long. Vital, key players are intentionally left out of meetings, information is not getting relayed to partner teams, and new players are extremely reluctant to work together.
I suggest upper leadership and HR review the departments with high turnover and have a very detailed look at leadership - the messages being relayed do NOT align with corporate visions, and staff are fearful to come forward due to political moves by said leaders. PIPs are implemented for staff who dare to question processes and offer suggestions to improve, rather than garnering support to improve efficiencies.
Staff who feel threatened by their leadership and fearful of retaliation are NOT submitting surveys!! Too much concern over being pinpointed in their department by their leadership teams.
SCAN culture training needs to be passed ASAP to new leadership; there is a massive shift happening with new key players that is diverting entire departments away from member obsession.
