A Multi-Part Series from Productivity Advocates
At Productivity Advocates, we believe that real productivity emerges when Leadership, Culture, Analytics, Engagement, and Trust combine to empower people and sustain results. This multi-part series explores five companies that transformed their work approach by focusing on one of these key pillars.
Our purpose is to share practical stories that inspire leaders and teams to rethink old habits and unlock new levels of resilience and productivity.
Pillar Focus: Analytics
Industry: Healthcare
Background
When Providence Healthcare faced a growing crisis of burnout, turnover, and strained patient care, leadership knew something had to change. But rather than throwing more money at temporary staffing or running isolated wellness campaigns, they took a different approach. They turned to data.
In partnership with Workiy, Providence implemented advanced analytics solutions that integrated patient data, staffing schedules, and real-time workload indicators into a centralized dashboard. The goal wasn’t just to visualize the strain—it was to predict and prevent it. According to Workiy, these tools enabled leaders to identify bottlenecks in workflows, anticipate when departments were most at risk of burnout, and make staffing adjustments accordingly (Workiy, n.d.).
The results were more than just numbers on a screen. By addressing stress points proactively, Providence saw reductions in employee burnout and measurable improvements in both staff retention and patient satisfaction. According to the Workiy case study, these operational changes also contributed to lower overtime costs and more balanced workloads, creating a ripple effect across the system (n.d.).
But what set this initiative apart wasn’t just the tech—it was how Providence applied the five pillars of productivity to make it work long term.
A Deep Dive into the Productivity Advocates’ Pillars
While analytics powered the change, Providence Healthcare’s transformation wouldn’t have been possible without the other four productivity pillars—Leadership, Culture, Engagement, and Trust—working in harmony:
- Leadership prioritized transparency, framing burnout as a systemic issue and aligning data with a vision for support, not punishment (Workiy, n.d.).
- Culture shifted from reactive to proactive by embracing real-time dashboards and predictive insights as part of everyday decision-making.
- Engagement increased through co-designed tools and open feedback loops, giving staff a say in how analytics were implemented.
- Trust was built through clear communication about data use, ensuring psychological safety and encouraging honest input (n.d.).
This integration of all five pillars made the use of analytics sustainable and human-centered—not just a tech solution, but a culture shift.
The Outcome
Providence didn’t just gather data—they acted on it. Several changes emerged from the analytics:
- Staffing was adjusted in high-stress units to ensure coverage and recovery time
- Emotional resilience workshops were introduced based on departments showing declining Well-Being Index scores
- Team check-ins and peer support groups were piloted in units with the lowest trust indicators (Davidson, 2022)
One year later, employee engagement rose by over 15% in pilot regions, and turnover in some roles dropped significantly (Davidson, 2022). But the most telling outcome? Caregivers reported feeling seen and valued—a cultural shift that echoed the five pillars of executive presence: character, substance, style, vision, and trust (Besler, 2023).
Why This Matters
This case study proves that analytics can do more than optimize operations—they can humanize leadership. In a time when workers are more data-aware and more skeptical of surveillance, Providence succeeded by focusing on transparency, purpose, and action. As Raconteur (2022) notes, “The trust deficit can only be closed when institutions stop broadcasting and start listening.”
Much like Delta Air Lines emerged stronger by adapting to its operational data and customer sentiment post-crisis (Seeking Alpha, 2017), Providence shows us that real-time insight, when paired with executive presence and compassion, can drive lasting transformation.
Stay tuned for Pillar 3, where we’ll explore how Microsoft transformed its corporate culture from cutthroat competition to collaborative growth.
References
Besler. (2023). The Five Pillars of Executive Presence. Retrieved from https://www.besler.com/five-pillars-executive-presence/
Davidson, S. (2022). How Providence Tackled Burnout with Predictive Workforce Data. Harvard Business Review.
Ignition. (2018, January 8). Do You Have Bounce-Back Ability? Retrieved from https://www.ignition.rocks/2018/01/08/do-you-have-bounce-back-ability-2/
Raconteur. (2022). How to Rebuild Trust in Distrusted Sectors. Retrieved from https://www.raconteur.net/responsible-business/rebuild-trust-distrusted-sectors
Workiy. (n.d.). Providence Healthcare. https://www.workiy.com/clients/providence-healthcare
Seeking Alpha. (2017). Delta Air Lines: A Winner Among Legacy Carriers. Retrieved from https://seekingalpha.com/article/4101057-delta-air-lines-winner-among-legacy-carriers
Image Credits
Besler. (n.d.). The five pillars of executive presence. Besler. https://www.besler.com/five-pillars-executive-presence/
Workiy. (n.d.). Providence Healthcare. https://www.workiy.com/clients/providence-healthcare
Tech Blog Corner. (2018, July 31). Data analytics for businesses. https://techblogcorner.com/2018/07/31/data-analytics-for-businesses/
Freepik. (n.d.). Simple orange upward-sloping line graph with slow climb, plain white backdrop [AI-generated image]. Freepik. https://www.freepik.com/premium-ai-image/simple-orange-upwardsloping-line-graph-with-slow-climb-plain-white-backdrop_263469527.htm