Transform Healthcare

Loving CARE Transformation™ Survey

Discover the Strength of Your Organization’s ‘CARE’ Culture

The Loving CARE Transformation™ framework unlocks the full potential of your healthcare team by creating a culture of Communication, Accommodation, Respect, and Empowerment leading to better teamwork and patient care.

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Survey Instructions

Take this brief assessment survey to see how your organization stands up against Loving CARE key principles.

Identify areas where your organization is thriving and opportunities for growth.

For each statement, use the scale from 1 to 5 to rate your agreement:

  1. Strongly Disagree
  2. Disagree
  3. Neutral
  4. Agree
  5. Strongly Agree

Tally your overall score as well as the individual scores for each section (Communication, Accommodation, Respect, Empowerment)

See where your organization excels and where improvement is needed.

C: Communication

I. Leaders in our organization regularly hold one-on-one meetings with team members to discuss concerns and feedback.
  1. Strongly Disagree – Leaders do not conduct one-on-one meetings.
  2. Disagree – One-on-one meetings occur infrequently and are informal.
  3. Neutral – One-on-one meetings are held occasionally but not consistently.
  4. Agree – One-on-one meetings occur regularly but may vary in structure or frequency.
  5. Strongly Agree – Leaders regularly conduct structured, consistent one-on-one meetings with team members.
II. There are regularly scheduled team meetings or town halls where leaders share updates, goals, and strategic direction and can answer questions from team members.
  1. Strongly Disagree – No regularly scheduled meetings or town halls occur.
  2. Disagree – Meetings or town halls are occasional and lack structured updates.
  3. Neutral – Meetings occur regularly, but not always with clear updates or opportunities for Q&A.
  4. Agree – Regular meetings or town halls occur with some updates and opportunities for Q&A.
  5. Strongly Agree – Regular, well-structured meetings or town halls occur, with clear updates and open Q&A sessions.
III. The organization has a formal process for collecting employee ideas and feedback (e.g., surveys, focus groups, etc.).
  1. Strongly Disagree – There is no formal process for collecting employee feedback.
  2. Disagree – There is an informal process, but it is not well-defined or consistent.
  3. Neutral – A formal process exists but is used inconsistently or lacks structure.
  4. Agree – A formal process exists and is used regularly, but there is room for improvement in engagement.
  5. Strongly Agree – A clear, structured, and regularly used process is in place for collecting employee feedback.

A: Accommodation

I. The organization has formal policies in place to accommodate employees’ requests for flexible work arrangements (e.g., remote work, adjusted hours).
  1. Strongly Disagree – No formal policies for flexible work arrangements.
  2. Disagree – There are some informal or limited policies for flexibility, but they are not formalized.
  3. Neutral – Formal policies exist but may not be fully defined or consistently applied.
  4. Agree – Policies are in place and regularly applied, with some room for improvement in communication.
  5. Strongly Agree – Clear, formal, and consistently applied policies are in place for flexible work arrangements.
II. Employees have access to established protocols for accommodating patients with special needs (e.g., language services, physical accessibility).
  1. Strongly Disagree – Employees have no access to protocols for accommodating patients’ special needs.
  2. Disagree – There are informal or unclear protocols, and employees struggle to access them.
  3. Neutral – Protocols are available but not always easily accessible or fully implemented.
  4. Agree – Protocols are available and accessible, but there may be room for improvement in training and access.
  5. Strongly Agree – Protocols are clearly defined, easily accessible, and actively applied by employees.
III. The organization has a dedicated resource or team to address employee wellness and mental health needs.
  1. Strongly Disagree – There are no dedicated resources or teams for employee wellness and mental health.
  2. Disagree – There is limited access to wellness resources, but they are not well organized or formalized.
  3. Neutral – A team or resource exists, but access and support may be inconsistent or unclear.
  4. Agree – Dedicated resources are available and are used regularly, though there may be room for improvement in accessibility.
  5. Strongly Agree – A fully dedicated, well-organized resource or team is actively addressing employee wellness and mental health needs.

R: Respect

I. Employees are regularly provided with training on how to maintain respectful communication and interactions with colleagues and patients.
  1. Strongly Disagree – No training is provided on respectful communication.
  2. Disagree – Some training occurs but is infrequent or lacks focus on communication.
  3. Neutral – Training is provided occasionally, but may not be comprehensive or regularly scheduled.
  4. Agree – Training is provided regularly, though it may vary in structure or focus.
  5. Strongly Agree – Regular, structured, and comprehensive training on respectful communication is consistently provided.
II. The organization regularly collects data to assess employee satisfaction and engagement, including aspects of respect and fairness.)
  1. Strongly Disagree – The organization does not collect data on employee satisfaction or engagement.
  2. Disagree – Data is collected occasionally, but the process is informal or inconsistent.
  3. Neutral – Data is collected regularly but may not focus specifically on respect and fairness.
  4. Agree – Regular data collection occurs, with some focus on respect and fairness but could be more comprehensive.
  5. Strongly Agree – Comprehensive data collection occurs regularly, with a clear focus on respect, fairness, and employee satisfaction.
III. Leadership consistently recognizes and celebrates employee achievements and contributions, both publicly and privately.
  1. Strongly Disagree – Employee achievements are rarely or never recognized.
  2. Disagree – Recognition occurs infrequently or only in specific cases.
  3. Neutral – Recognition happens occasionally, but it is not always consistent or widespread.
  4. Agree – Achievements are regularly recognized, but there may be room for improvement in frequency or inclusivity.
  5. Strongly Agree – Employee achievements are consistently and publicly celebrated and recognized both publicly and privately.

E: Empowerment

I. The organization has structured mentorship or coaching programs to support professional development and empower employees.
  1. Strongly Disagree – There are no mentorship or coaching programs in place.
  2. Disagree – Informal programs exist, but they are not well-structured or consistent.
  3. Neutral – Structured programs exist but are not always accessible or fully utilized.
  4. Agree – Structured mentorship or coaching programs exist and are regularly utilized, with room for expansion.
  5. Strongly Agree – Well-organized, structured mentorship or coaching programs are actively empowering employees and supporting their professional development.
II. Employees are given the authority to make decisions within their scope of responsibilities without needing approval for every action.
  1. Strongly Disagree – Employees are not given decision-making authority.
  2. Disagree – Employees have some authority, but most decisions still require approval.
  3. Neutral – Employees have decision-making authority for some tasks, but approval is often needed for others.
  4. Agree – Employees are generally empowered to make decisions with occasional need for approval.
  5. Strongly Agree – Employees consistently have the authority to make decisions within their roles without requiring approval.
III. There are clear, documented procedures for employees to propose new ideas or improvements to existing practices or policies.
  1. Strongly Disagree – No procedures exist for proposing new ideas or improvements.
  2. Disagree – Informal or unclear procedures are in place for proposing ideas.
  3. Neutral – Documented procedures exist, but they are not consistently followed or communicated.
  4. Agree – Clear and documented procedures exist, though some employees may not fully understand or use them.
  5. Strongly Agree – Well-documented, clear procedures are in place and are actively used by employees to propose improvements or new ideas.

Survey Scoring and Results

Total Score

12-24
  • Needs Improvement – Your organization needs to focus on the foundational aspects of CARE to improve overall culture.
25-37
  • Mediocre – Your organization is progressing in embedding CARE principles, but additional focus is needed in key areas.
38-50
  • Strong Culture – You are performing well with CARE principles in most areas, but continuous development is encouraged.
51-60
  • Exceptional Culture – You have high levels of engagement with CARE concepts at all levels. How will you work to maintain this exceptional culture? Consider how you can reinforce these principles to ensure long-term success.

Section Scores

Communicate

3-5: Needs Improvement –Communication practices are lacking or inconsistent. Significant effort is needed to establish a clear and consistent communication framework.

6-10: On Track – Communication is functional but may not be fully consistent or clear across the organization. There’s room for improvement in frequency, clarity, and engagement.

11-15: Exceptional – . Information flows well, and team members generally feel informed. To sustain this, continue reinforcing transparent communication practices and explore ways to ensure consistency across all levels.

Accommodate

3-5: Needs Improvement – Accommodation policies and practices are lacking or inconsistent. Significant effort is needed to formalize and improve accessibility to flexible work arrangements and patient accommodations.

6-10: On Track – Accommodation practices are in place, but they may not be fully accessible or widely communicated. There’s room for improvement in ensuring that policies are clear, well-communicated, and consistently applied.

11-15: Exceptional – Accommodation practices are clear, accessible, and well-implemented. To maintain this level, regularly review and update practices to ensure they evolve with changing needs.

Respect

3-5: Needs Improvement – Respectful practices are lacking or inconsistent. Immediate steps are needed to create a respectful and inclusive environment.

6-10: On Track – Respectful practices are in place but may not be fully consistent or communicated clearly across the organization. There’s room for improvement in promoting inclusion and fostering an environment where all employees feel valued.

11-15: Exceptional –Respectful practices are well-established, with employees feeling valued and included. Monitor to ensure they stay relevant to both organizational growth and the diverse needs of your workforce.

Empower

3-5: Needs Improvement – Empowerment practices are limited or inconsistent. Employees may feel disconnected or restricted in their ability to make decisions. Immediate work is needed to increase autonomy and trust within the organization.

6-10: On Track – Empowerment practices are in place but may not be fully effective or widespread. There is potential to expand and enhance these practices across teams.

11-15: Exceptional – Empowerment is a core practice, with employees regularly making decisions and taking ownership of their work. Explore opportunities to further increase employee autonomy and decision-making.

Interested in taking the next step?

If you’re ready to build on your strengths or address areas that need attention, we’d love to help.

Our programs can guide you in establishing and reinforcing the Loving CARE principles across your organization.

Explore how we can partner with you to create a stronger, more engaged workforce and improve organizational culture.

Unlock your team’s full potential

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