After reading this story I bet you will want to go to work for this company . . . or run your company this way.
Mark Ide is president of Ide Management Group, based in Greenfield, Indiana. Ide Management operates 31 skilled nursing facilities. Mike made the final presentation at the recent Marcus Evans Long Term Care CXO summit. It was one of most inspiring presentation of the event. It was a great way to close out the summit. It was unfortunate that so many people had headed for home.
Crazy Good Treatment of Team Members
From the very beginning, Mark was committed to making each facility as autonomous as possible with the corporate office serving as a resource center rather than a compliance monitor. To this end he decreed: no conference calls and no reports! The company motto is “Residents First, Employees Always”.
The very best way to describe their approach to operating Skilled Nursing Facilities is to tell some stories.
The Drunk Nurse
One evening a nurse showed up for her shift clearly inebriated. This was, and should have been, an “on the spot” fireable offense and this is exactly what happened.
The administrator realized that the nurse was too drunk to drive home safely so she drove the nurse home. After helping this inebriated nurse into her home, the administrator looked in the refrigerator and it was completely empty. The administrator drove to the store and bought a full refrigerator’s supply of food, returned to the nurse’s house and stocked the kitchen . . . . using the company credit card.
Afterward . . . . she called Mark and told him what she had done. It was exactly what he would have wanted her to do. And she knew this because of the Ide corporate culture.
Going on a Mission Trip
Many of Ide’s team members participate in church sponsored mission trips. Even though mission trips are frugal excursions, (I know because I have run a bunch of them), they are still expensive. Every employee knows the corporate office will contribute every time.
Free Cars
Every skilled nursing facility struggles to control workers comp costs and there are lots of well-established tricks and techniques to control costs. This has to be the coolest one. Every time a facility goes 24 moths with no lost days every employee in that facility is entered into a drawing to win a free car . . . yes a new car.
In the past year Ide Management has given away 6 cars to dishwashers, CNA’a and others. It turns out that this is a very cost effective way to control costs. The savings: $1.6 million. The cost: $200 thousand.
At their Christmas parties there are even more cars given away.
Driving this crazy management style is the idea that people work harder for people they like. Ide Management believes that every single staff member has the potential to grow, to get stronger in their career and even to advance beyond their current position.
Steve Moran
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Steve, nice piece on Ide Management Group. Martin
Thanks for that wonderful article. It is great to see forward thinking companies like Ide. When you see more companies taking the high road you’ll see more consumer confidence back in American companies. Thanks for being one of them in a very important part of healthcare!
Love their motto!
Thanks for the article. Sooo refreshing and gives me hope. I work for a company that treats me and my team like prisoners in a third world country despite us being top performers..Please post more information on other good companies. This info is very beneficial in my job search…
Bravo! However, I cringe when we consider this ‘forward-thinking’. This brave company simply understands and implements the common notion of Treat Others as you Wish To be Treated. Respecting and Honoring your employees, while motivating AND holding accountable is a Tried & True method for success! But, yes – ‘forward thinking’ in today’s era, that is stuck in the vicious cycle of providing no incentives, minimal training and 110% staff turnover. Again, Bravo! Fingers crossed – that their obvious success encourages others to try this ‘innovative’ style of management. Imagine – a HAPPY and LOYAL workforce? A win-win for everyone!
You echoed my thoughts perfectly – thank you!
This is such a refreshing article. The company culture is truly an opportunity to bring out the best in the team they have assembled. I can only imagine the caring service the residents receive…truly a differentiation!
Thanks for posting this Steve!
Wow, refreshing, a human approach, honoring all!! May this continue!! Thanks Steve for your post!! – Wendy
Steve,
As usual awesome reporting! Inspiring story about a wonderful leadership team.
Thanks and keep up the great work,
Tom Mann
Principal, VP of Strategic Marketing and Sales Services
Love & Company
What a great company. They put their money where there mouth is in regards to how they feel about their employees. Awesome!
From LinkedIn Groups
I just wish more organizations figured this out. We are a profession of people taking care of people…. this is an example of building loyalty over demanding obedience.
I’m not saying this organization has done everything right, how would I know that? But, what I will say is that what is described in this article – treating people as a precious resource – is absolutely right on target.
By Mike Hutton
From LinkedIn Groups
Mark Ide….kudos!!! When do you start business in Florida?!
By Anne Skinner
From LinkedIn Groups
Steve — I wonder if they own/run Forest Creek, also in Greenwood — where my mother lived for 13 years. Very well run.
Make to mistake — #1 goal in business is to be profitable. #2 rule — good employees [and the way you treat them] are key to achieving #1;
In many businesses, employees are viewed as a necessary evil, out to fleece owners, an expense not an investment — if the public only knew of this tyrannical behavior…
By F. Todd Winninger
From LinkedIn Groups
What a wonderful story – and what a great lesson. I wish my 87 year-old Aunt Jean could live in a community where the employees felt empowered and valued. Thank you for sharing this.
By Elaine Sanchez
Sorry Steve but, I just can’t pile on to all this favorable clamor about IDE Mgt. My approach is to treat everyone I know fairly and that includes employees. This is a huge investment to control workers comp and it can’t be a simple as your article describes. Raffle off cars and stop slip and fall injuries… no way what are the rest of the details.
Secondly, is this the new norm that is being promoted? Should we completely disassemble centuries of supply and demand conventional wisdom or the scarcity of some employee groups around the country?
I may be standing on my own island here but, I don’t like gimmicks. I put my efforts toward a well informed and well educated workforce that is interested in the mission of the organization.
Hi David: I always appreciate a different point of view. I am not sure it was in the story, but the car thing was made easier because Mark owns a care dealership and likes cars, so it is not the right thing for everyone. I would also add that there is more to the story, in that they are practical about how to manage it. They accommodate light duty and do other things to ensure that staff does not report real problems in order to not blow the car thing. Also employees have to have been with the facility a certain number of months to be eligible for the drawing.
I guess for me the big takeaway is the employee centric approach to running his business and that by being employee centric he has been able to see significant economic benefit.
You ask a good question about this being a new norm and I honestly don’t know how to answer it. There are a few companies out there that treat their team badly and get bad results and others that treat the team extraordinarily well and get extraordinary results, with most being someplace in between. I guess at the end of the day for me, it is all about results meaning quality of care, resident happiness and profitability.
Steve
Excellent that Ide Management understands that happy people will put themselves out for their employer.