EvenMORE For You

Coming Soon: A Better Onboarding Process for Better Outcomes

We are excited to announce that Crossroads is developing a new onboarding program for new hires based on your feedback in our recent Employee Survey. This initiative reflects our commitment to continuously improve and provide an exceptional experience for our staff members – old and new!

Listening to the input and insights of current staff has been invaluable in shaping this new onboarding program. We have carefully considered your suggestions and are incorporating them into a comprehensive and tailored approach to training and orientation to launch this September with a particular focus on culture, coaching, and collaboration.

Embracing the Crossroads Philosophy of Care

The revamped onboarding program at Crossroads Hospice & Palliative Care reflects the desires and expectations of our employees. It begins with a comprehensive introduction to our organization's mission, values, and culture, enabling new staff members to fully understand and embrace our commitment to compassionate end-of-life care.

Customized Role Education and Support

The onboarding program will also focus on practical skill development, addressing specific areas highlighted by our employees. We are tailoring the program to provide relevant and hands-on training, ensuring that new staff members are well-prepared to meet the unique challenges of their roles.

Embracing New Hires

Collaboration and teamwork are vital components of our organization's culture, and our onboarding program will reflect this value. New employees will have the opportunity to work closely with experienced professionals from various disciplines. This interdisciplinary approach fosters a sense of collaboration and will help new staff integrate with the entire team.

Throughout the onboarding experience, our new teammates will have the opportunity to ask questions and provide feedback to further tailor our new onboarding process to their needs.

Your feedback is playing a pivotal role in shaping our new onboarding program, ensuring that it meets the needs of new staff while aligning with our organization's values and goals. We believe that this program will equip our new staff members with the knowledge, skills, and support they need to provide exceptional care to our patients and their families.

Stay tuned for more developments based on your Survey feedback in the next issue of EvenMore for You!

Meaning is What Drives us in Life.

What We Do at Work Must Have Meaning Too.

Last week we explored Elise's challenges in her new role as Nurse Educator. Conflicted between her desire for bedside care and a leadership track, Elise engaged in a visualization exercise. She stepped out of her current mindset and envisioned a new role for herself and the company. Even if Elise's dream job didn't exist, visualizing it would allow her to express her heart's full wishes.

Elise wanted a role that involved educating nurses, sharing managerial responsibilities with local leaders, and training nurses in the field. She wanted to travel across regions to establish a quality of care she felt most nurses wished to deliver

Elise felt apprehensive about sharing her vision with others but needed to lean into her fears. She thought she might experience resistance but decided whatever the feedback was; she could use it for growth. Eventually, Elise decided to discuss her ideas with her superiors.

Elise shared her vision and realized that the resistance she expected helped her craft a better image of her ideal role. Today Elise travels as a nurse educator across several offices, riding along and helping nurses new to hospice manage their schedules, deliver better care, increase referrals, and grow their teams. She works with each site to see the impact that her efforts and the efforts of her tutelage blossom.

Elise created a job she enjoyed while feeling like she contributed to something bigger than herself. She also learned that Meaning isn't always what we think it is. It's not the stories we tell ourselves to explain our circumstances. It's how we interpret life and how we show up in it. She learned how to step back, identify patterns of lived reality, and recognize that transforming old narratives that didn't serve could generate a fresh new sense of Meaning at Work.

Protection for Your Family

Today’s benefit spotlight features two benefits we hope you never have to use: Life Insurance and AD&D Insurance. These two important benefits are provided through OneAmerica at no cost to full-time Crossroads staff.

Life Insurance

The main benefit of life insurance is that it provides coverage in the case of an employee’s death, regardless of the circumstances. The life insurance policy is equal to 1x base salary with a max of $350,000 while employed with Crossroads Hospice and our related entities.

AD&D Insurance

Like the name implies, AD&D (accidental death & dismemberment) insurance only pays out a benefit when the insured is an accident that causes their death or a specific serious injury like loss of a limb, paralysis, or blindness.

While no one wants to think about death or dismemberment, we hope you find peace of mind in knowing there is a free benefit that provides you and your family with a layer of financial security if a tragedy strikes.

For more information about these policies, contact OneAmerica at 855-517-6365.

Crushing it in the 2^nd quarter! 

Clayton and I are so impressed with everyone’s performance. Crossroads’ 5 promises are alive and well!  Check out which sites led the country in these important categories…

Service Intensity Add-On.

RNs and SWs who saw the patient in the last 7 days of life. The following sites did not miss one patient in the second quarter to achieve 100%! The national average is 55%.

• Atlanta
• Cincinnati
• Kansas
• Oklahoma City*
• St Louis

*Special Shout Out to OKC!  PERFECT FOR THE YEAR

Last 3 Days of life

Percentage of patients seen by all staff who visited in the last 3 days of life .  The following sites did not miss one patient in the second quarter to achieve 100%!

• Cincinnati
• Dayton*
• Kansas*
• Oklahoma City*

*Special Shout Out to Dayton, Kansas, and Oklahoma City!  PERFECT FOR THE YEAR

Previous 4 days before last 3 days of life

Percentage of patients seen by all staff who visited in the days 4-7 before death. The following sites did not miss one patient in the second quarter to achieve 100%!

• Cincinnati
• Kansas

Day of Death

Percentage of patients seen by all staff who visited on the day of death. The following sites did not miss one patient in the second quarter to achieve 100%! The national average is less than 20% on the day of death.

• Cincinnati
• Kansas*
• Oklahoma City*

*Special Shout Out Kansas, and Oklahoma City!!  PERFECT FOR THE YEAR. Are you kidding?!? How great is that?

Most care in last 7 days

These two sites achieved the most hours per day in the last 7 days. The national average is 1.41 hours per day.

• Northeast Ohio – 5.67 hours per day
• Cincinnati – 5.59

Every single site improved in the 2^nd quarter.  Congratulations to everyone! We will be meeting with each site’s leadership team to delve in a little deeper.