In the fast-paced world of healthcare foodservice, safety is more than a priority, it’s the foundation of everything we do at Morrison Healthcare. When teams make safety a core focus, they protect not only themselves but also the vulnerable patients and communities they serve. We spoke with two exceptional leaders who have built outstanding safety records in their operations. Their insights reveal how safety becomes everyone’s responsibility when embedded into the culture.
Building Safety from Day One
Megan Hermann, System Foodservice Director at Compass One Healthcare (Arkansas Children’s NW), believes safety should be part of an employee’s journey from the very start:
“We take the time to review the safety documents with each person on a 1:1 basis. So from the very beginning they are aware it’s an expectation to work safely.”
This personalized, early emphasis sends a clear message: safety isn’t a one-time topic or a checklist, it’s a core value. Investing time in these conversations during onboarding sets a tone that shapes behavior long after orientation ends.
Consistent Communication Builds Culture
Regularly discussing safety practices is a powerful way to build a culture of safety. At Arkansas Children’s Northwest, daily huddles often include conversations about safe practices, and staff are recognized for exemplifying them.”
At University Health Truman, System Director Rosemary K. Waters takes a unique, peer-driven approach:
“We have team members from EVERY department on the Safety Committee. As they attend their daily huddles, Great Starts, or Retail Rallies, we give them time to speak to their peers about the latest safety meeting and the monthly CHAT topic.”
This method shifts the message away from management and into the hands of team members, making it more relatable.
Empowering Every Team Member
A defining aspect of both leaders’ strategies is the shared responsibility for safety. Hermann explains:
“It’s all hands on deck every day when creating a safe culture. So all of us take this responsibility on, not just managers. We’ve created a culture where people feel they can speak up no matter what title is on your badge.”
In such environments, hierarchy doesn’t hinder communication. When a new employee feels empowered to say, “Careful, that’s hot,” to a seasoned colleague, you know the safety culture is working.
Leadership Sets the Tone
Both leaders agree: safety starts with leadership. Waters explains:
“It really begins with us, the leaders. We need to be living and breathing safety as we go through our daily routines—taking time to teach, coach, and inform our team members.”
When leaders consistently model safety behaviors—especially under pressure—they signal that safety is non-negotiable. Hermann echoes this sentiment:
“There’s no secret sauce. It’s truly about showing up for your team every day and teaching them to show up for each other. It’s about consistency.”
The outstanding safety records at Arkansas Children’s NW and University Health Truman didn’t come from complex programs or high-cost initiatives. They stemmed from steady leadership, clear communication, and a shared commitment to safety.
