Team member voices matter at Corewell Health. They play a critical role in shaping the future of our organization.
Our leaders consistently hear, value, and respond to team member feedback. We use multiple venues to collect your feedback, including:
Listening sessions
Surveys
Nursing shared governance
Meetings with executive leaders
Huddles and small group discussions with front-line leaders
One-on-one conversations
Unions are not compatible with direct communication and collaboration.
- Union organizers try to restrict and sever direct communications between team member and leaders and position themselves as the go-between. Sometimes they do this by spreading rumors or even outright lies. We encourage you not to let that happen.
- You have the right to communicate with your leaders regardless of what a union may tell and you can ask your leader if you hear something that doesn’t sound accurate. We are committed to making sure you have all of the facts and to answering your questions.
- Unions tend to inflame tensions and sow division by creating an “us versus them” dynamic. They place employees of the same employer on different teams. In many ways, it is just how the collective bargaining system is designed.
- We prefer to avoid the risk of fractured teams or confrontational working environments.
No organization is perfect.
We know that we can improve in many ways. Our team, our health system, and our patients are best served when we communicate directly and openly and when we work collaboratively to solve the issues that we face together. In the ever-changing world of healthcare, this is the best path forward.
We believe it is in the best interest of Corewell Health and our non-unionized team members to maintain direct one-to-one relationships with their leaders that are free from third-party intervention.
Team member voices matter at Corewell Health. They play a critical role in shaping the future of our organization.
Our leaders consistently hear, value, and respond to team member feedback. We use multiple venues to collect your feedback, including listening sessions, surveys, shared governance, meetings with executive leaders, huddles and small group discussions with front-line leaders, and one-on-one conversations.
Union organizers try to restrict and sever direct communications between team member and leaders and position themselves as the go-between. Sometimes they do this by spreading rumors or even outright lies. We encourage you not to let that happen. You have the right to communicate with your leaders regardless of what a union may tell and you can ask your leader if you hear something that doesn’t sound accurate. We are committed to making sure you have all of the facts and to answering your questions.
No organization is perfect. We know that we can improve in many ways. Our team, our health system, and our patients are best served when we communicate directly and openly and when we work collaboratively to solve the issues that we face together. In the ever-changing world of healthcare, this is the best path forward.
Unions are not compatible with direct communication and collaboration. Unions tend to inflame tensions and sow division by creating an “us versus them” dynamic. They place employees of the same employer on different teams. In many ways, it is just how the collective bargaining system is designed.
We prefer to avoid the risk of fractured teams or confrontational working environments. We believe it is in the best interest of Corewell Health and our non-unionized team members to maintain direct one-to-one relationships with their leaders that are free from third-party intervention