A flurry of headlines about diversity, equity and inclusion (DEI) programs and LGBTQIA+ care have put group practice and health system leaders sorting through the noise to determine their impact.
Poring over your policies and procedures regularly is a good step for ensuring compliance, but it’s just as important to remember your organization’s mission, vision and values (MVV) when examining hot topics, strategic initiatives or simply getting a point-in-time check on organizational culture.
A Feb. 4, 2025, MGMA Stat poll found that more than half (52%) of medical group leaders say they are satisfied with their organization’s culture — as reflected in their mission, vision and engagement — while 40% were not satisfied. Another 8% were unsure. The poll had 361 applicable responses.
For some, these sentiments may stem from hunches or gut feelings, especially in the absence of clear MVV. In October 2022, about 22% of medical group leaders reported not having a vision statement. However, many respondents actively measure elements influencing organizational culture at different points throughout the year, often through employee engagement initiatives:
- Nearly four respondents in 10 (39%) have annual checks of employee engagement and other culture-related measures.
- Another 7% have biannual checks, while 5% do them quarterly, 6% do them monthly, and even 3% say they have weekly checks on engagement.
- About 40% responded “other,” which included those who never measure engagement and those who measure every two years or less frequently.
Learn more
- MGMA members have exclusive access to a Step-by-Step Guide for Developing Mission, Vision, and Values.
- Find even more relevant resources — including an employee feedback survey template, employee satisfaction survey template and change readiness checklist — in our Culture and Staff Development Toolkit.
- Read the MGMA insight article, “Is setting a vision with a values statement really that important? A real-life example”
Studies of workplace culture
A positive organizational culture in healthcare is a key determinant of employee engagement, directly impacting patient outcomes. Research and case studies from leading organizations reveal several crucial drivers for fostering a thriving workplace culture.
Mission-driven leadership is foundational to cultural transformation. At Kaweah Health, revising the mission statement with employee input strengthened strategic alignment and a shared sense of purpose. Similarly, Mayo Clinic leadership is committed to integrating mission into its daily operations, ensuring employees stay connected to a larger goal.
Employee engagement is significantly enhanced when staff members are actively involved in revising mission and values. Kaweah Health’s participatory approach to redefining its mission increased buy-in across departments, strengthening cultural alignment.
- Learn more about the chief medical officer’s role in fostering a culture of employee engagement and connection to overall vision.
Additionally, values-driven leadership development builds trust and engagement. Mercy Health addressed leadership gaps by creating a leadership academy focused on servant leadership, embedding core values at all levels of management. Training programs emphasizing mission-driven leadership contribute to a culture of trust and engagement. mission-driven leadership contribute to a culture of trust and engagement.
- Learn more about how to create and sustain a successful leadership development institute.
Organizations that clearly communicate and measure values see lasting improvements in lasting workforce morale. A comparative study of hospitals found that top-performing institutions regularly align employee satisfaction with cultural values, which reinforces engagement.
- Discover how Mayo Clinic built an organizational strategy that formalizes values review to shape culture.
Healthcare organizations that prioritize employee recognition and wellness programs can drive a positive culture that boosts morale and reduces turnover. Structured recognition systems and work-life balance initiatives strengthen cultural cohesion and job satisfaction.
Lastly, a patient-centered focus remains the most effective cultural driver. Mayo Clinic’s mission-driven approach motivates employees by reinforcing their direct impact on patient outcomes. When employees see their work contributing to high-quality care, engagement naturally rises.
By integrating mission-driven leadership, employee inclusion, leadership development, clear values, recognition programs and patient-centered care, medical practices can create a culture that sustains engagement and improves overall performance.
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