Last year, millennials passed Gen Xers in workforce numbers, and now make up the majority of the workers in the U.S. according to the Pew Research Center. Another study shows that two out of three millennial workers hope to have a different job in five years, and that one in four said they might leave their job to pursue a different career. Nursing is not immune to this trend, so it’s more important than ever to keep your young staff motivated and engaged to prevent short-staffing. Below are some tips for engaging your millennial staff!
Show trust: Millennial workers tend to have an independent streak and want to find their own way; by showing your staff that you trust them to make decisions will bolster their confidence and engage their creativity. If you micromanage young workers, their more likely to pull away from your group and look elsewhere for career advancements.
Provide support and access: Showing trust does not mean leaving them alone. Millennial workers want to hear feedback from their superiors, and providing frequent in-person contact is very important for their job satisfaction. Make sure you’re willing to listen to them and provide support whenever possible.
Emphasize relationships: Similarly, millennial workers have a strong sense of commitment to others and seek to establish meaningful connections with their coworkers. Try to cultivate a close-knit staff by encouraging social outings and holding staff events; the unit will work better as a team and young staff will feel more connected to their job.
Talk about the future: Millennial workers are not likely to wait around for career advancements. If you can outline a career trajectory in your facility and help them get there, your young staff will be much happier in their position. Try to keep bureaucratic road blocks to a minimum, and you could have a future nurse leader for your hospital.
Want to receive articles like this one in your inbox? Subscribe to Nurse Leader Insider!
Recently I was faced with a decision to compromise my belief over yielding to conventional thinking that I now know is in question. For example, we now know that cholesterol is no longer the cause of heart disease. Inflammation is. But conventional thinkers may not have changed their thinking on this issue because new information takes time to catch up with everyone.
Because it is my job to educate on health issues and keep people informed with the latest scientific evidence, it is not always readily acceptable to the masses. So the challenge is – do you yield to the old paradigm or do you take the risk of telling the new truth and standing out on a limb?
I remember when I entered the field of wellness and when I tried to educate about it in the healthcare system one physician said to me “there is no such word as wellness.” But I of course forged ahead and now look where we are with wellness – front and center!
So how do you handle this? Please email me your comments to email@example.com.
In 2015, the number of millennials in the workplace surpassed baby boomers as the largest segment of workers. This future generation of nurses has very different career expectations than the generations before them. Millennials expect more feedback, greater collaboration, interaction with nurse leaders, an 8-hour workday and better work-life balance. Unlike their parents, they rarely intend to stay with one employer for their entire career—or possibly even more than a few years.
The shift in attitude has many organizations struggling to retain millennials and learning to adjust management strategies to accommodate their unique style. Join Kathy Bonser, Vice President of Nursing and CNO at SSM Health DePaul as she discusses the importance of leveraging the differences to create a win-win environment for staff and frontline leaders.
Take part in this live 60-minute webcast to:
- Uncover how making changes in leadership behaviors can bridge the generation gap
- Discover new onboarding processes that support the growing millennial workforce
- Devise a structured approach to providing regular employee feedback
- Understand the importance and value of engaging millennials early and often
For more details or to register for the webcast, please visit The Health Leaders Media store.
Kathleen Bartholomew, RN, MN, is a nationally recognized expert on healthcare communication and patient safety. She is the author of the groundbreaking books Ending Nurse-to-Nurse Hostility: Why Nurses Eat Their Young and Each Other and Speak Your Truth: Proven Strategies for Effective Nurse-Physician Communication. She’s extremely well respected by other nurses, is considered a thought leader, and has spoken to tens of thousands of nurses and healthcare leaders in speeches, conferences, and seminars across the world.
If you’re interested in nominating Kathleen, copy and paste the link below into a web browser. Kathleen’s email address is firstname.lastname@example.org.
As promised last week, we’ve added a free download from Kathleen Bartholomew’s Ending Nurse-to-Nurse Hostility, Second Edition, in honor of being the only book chosen by the American Nurses Association as a recommended bullying and horizontal hostility prevention tool.
To access the download site for a tool you can use to evaluate the health of your workplace as regards bullying, lateral violence, and other undesirable behaviors, click here.
To read last week’s story the ANA position statement on workplace violence and the nursing profession, click here.
Listening, validating and asking for a commitment
From Team-Building Handbook: Accountability Strategies for Nurses, by Eileen Lavin Dohmann, RN, MBA, NEA-BC
When working with a group, I assume that people are rational and logical.
So, if I want them to do something, I just need to explain it and they’ll do it. When I don’t get the results I am seeking, I tend to think “Oh, I must not be explaining it well. Let me try it again.”
It’s taken me a long time to realize that what I was hearing as “not understanding me” was often someone’s polite way of telling me no. So, now when I find myself explaining the same thing to someone for the third time, I stop and ask the person what he or she is hearing me request. If I can validate that the person is hearing me correctly, I ask for the commitment: yes or no.
Validating… and asking for a yes or no
We can hold ourselves accountable, but holding other people accountable can be much more difficult. Consider this nurse-physician scenario and ask yourself [more]
This week I have the pleasure of reading the incredible responses we received to our Nurses Week 2015 survey. So many of you shared your insights, challenges, and hopes for the coming year—thank you! We’ll be emailing the winners of copies of Kathleen Bartholomew’s Team-Building Handbook: Improving Nurse-to-Nurse Relationships in the next couple of days. Keep your eyes peeled for our email.
Your generous responses help us understand your needs and aspirations, and we will try to return the favor by covering those important topics in this blog and in our upcoming books, webinars, and e-learning. For starters, I’ve revived a popular post from the past that deals with retention, identified by many of you as a top priority. Let me know if you recognize any of the 20 bad habits in yourself!
Retain staff by breaking these 20 bad habits
Peter Druker, often called the Father of Modern Management, made the following observation, “We spend a lot of time teaching managers what to do. We don’t spend enough time teaching them what to stop. Half the leaders I’ve met don’t need to learn what to do–they need to learn what to stop.” We simply need to [more]
First, a couple of brief items:
Better Meetings, Better Outcomes: You can download the PDF I promised a few days ago, “What am I doing here? Tips for being accountable in meetings,” here.
Nursing Survey Ends 5/27: Our 2015 nursing survey is still open if you want to share your thoughts and (not incidentally) participate in our drawing for Team-Building Handbook: Improving Nurse-to-Nurse Relationships. Here’s the link: https://www.surveymonkey.com/s/hcpronurses2015
Next, my confession.
I’ll admit it, I peeked—I couldn’t resist the temptation to look at the results of our ongoing 2015 nursing survey to find out the biggest issues facing nurses today.
Would you be surprised if I mentioned that time (not enough of it) is as common a concern today as it was in the 2013 survey? To relieve some of your pain, I’ll share some great tips from Sharon Cox, [more]
The stories in The Boston Globe annual “Patients Salute Their Nurses” piece offer an inspiring and humbling testament to all the nursing profession can be.
In 400 thank-you letters from grateful patients, family members, and colleagues, Boston’s nurses received personal acknowledgment and messages of love inspired by their deep commitment to the profession and their patients.
Here are snippets from some of my favorite letters:
Diane goes above and beyond, treating me with dignity and respect, even calling me weekly to check on my weight and well-being. Like a friendly drill sergeant, she reminds me to keep my weight down and to pay attention to what I eat.
Joe provided intense, meticulous, and sensitive care not only to Mike, but also to his extended family. Joe’s quiet and steady presence gave us hope and strength when we needed it most. Mike did not make it through the night, but the blow of his passing was softened by the gift of time that Joe made possible.
The HCPro Nurse Leader Insider newsletter contains news
and articles, plus links to free tools for nurse managers.
Sign up here to have this insightful newsletter delivered
(for free!) to your email inbox every Friday.