Humanization of mangement

The Institut Guttmann is an organization with an institutional culture, a care model and values based on humanity, respect and empathy. As a care organization, we work from the model of care centered on the person and one of our main concerns is the Humanization of the care we offer to patients. However, the humanization that is not restricted solely to healthcare professionals, who are in direct contact with the patient, but has a direct impact on the culture of the entire organization.

In the same way that we recognize the role of the patient, we want to give a voice and listen to the professional because we would not understand a humanization project that does not also take care of the importance and needs of professionals such as actions of active listening, improvement of relationships work and interpersonal, or initiatives such as work reconciliation, among others.

The professional environment at the Institut Guttmann must be based on trust, co-responsibility and respect to allow each member of the team to develop not only their work, skills and abilities but also to grow on a personal level. This is one of the reasons why all the professionals and collaborators who make up the professional team of the Institut Guttmann have the right and the duty to know the Code of Ethics and to comply with it, to raise the questions that it raises and to make suggestions or proposals for change that they consider appropriate, as well as to report any breach or presumption of breach, in order to contribute to the progress of the Institution and of the people who carry out their professional activity.

In order to guarantee these good practices with respect to the professionals who work in the Foundation’s facilities through subcontracted companies, these are initially evaluated in the awarding process, and they must also know and sign the Institut Guttmann’s Code of Ethics.

Improvement of Internal Communication

One of the main objectives for this year was the creation of new communication tools that would facilitate internal communication between the professionals of the two centers of the Institut Guttmann Foundation. Thus, at the beginning of June, the first issue of Guttmann al Dia was published, a digital newsletter made up of different sections that arrives fortnightly via email to all professionals in the organization.

In this same vein, the Fulls magazine has been completely modified, which has become a six-monthly magazine with a new format, new contents and a more strategic approach aimed at making the organization aware of our objectives of a more clear, plural and participative way.

Revista Fulls

Additionally, the initiative “El Cafè de les Idees” has been launched, a meeting point with professionals with the aim of receiving feedback on strategic projects for the organization. Last November, the first was held at the Neurorehabilitation Hospital on the knowledge of the Patient Reception Plan within the patient experience (XPA).

One of the most outstanding activities in the field of internal communication this year was the celebration of the Spring Ball Dinner with the presence of more than 350 professionals. The event was the first meeting between the professionals of the two centers after the two years of the pandemic and the change of management, and represented an important turning point in the spirits of the professionals of the entire organization.

Internal Communication Tools:

  • Intranet: where all the policies and institutional documentation are published, as well as notices and news of the hospital’s current affairs.
  • Guttmann al Dia, a digital newsletter made up of different sections that arrives fortnightly via email to all professionals in the organization.
  • Fulls magazine: internal publication sent to all Institut Guttmann professionals with current news and internal interviews.
  • Internal communications: on specific occasions, in addition to communicating via the intranet, communications are sent by email.
  • Guttube: internal video portal, created in the image and likeness of the famous massive video portal, where all videos related to the institution are shared, both internal and public videos.
  • Welcome manual: all new additions are given a manual with the relevant information to join the organization.
  • Social networks: the human team is frequently cited, or present in the constant updating of these communication networks.
  • Posters: informal and visual communication in support of campaigns, events or other internal actions.

At the Institut Guttmann, 100% of the team enjoys additional social benefits, regardless of the type of contract. These benefits are:

  • Flexible hours, for professionals with a split day not linked to patient care services. These professionals can adjust their arrival and departure times within an hour, depending on their needs or preferences, and always guaranteeing their presence in the workplace during peak hours.
  • Teleworking: professionals not linked to patient care services have been able to voluntarily opt for the provision of non-face-to-face services.
  • Continuous training plan offered to 100% of the staff.
  • Christmas gift.
  • Subsidized meal ticket for all staff with a split day, according to the collective agreement.
  • “Children’s Christmas party” for the children of all professionals, with delivery of gifts to all children, bought by the human resources department.
  • Christmas aperitif.
  • Other events and festive acts for the whole team where, on some occasions, the staff’s relatives are also invited.