All Entries Tagged With: "retention advice"
Seven strategies to prevent nurse burnout
In a recent post, I discussed the issue of nurses being double at risk for a heart attack. This statistic comes from a study conducted by Danish researchers (the full study can be found here) and was conducted over a 15-year period. In addition to this finding, a British study tracked 6,000 workers for 11 years and found those regularly working more than 10 hours per day had a 60% higher risk for heart disease than those who only worked seven hours daily.
A recent column on HealthLeaders Media discussed seven strategies to reduce nurse burnout that I want to share here.
The strategies come from a study conducted by Milliken, Clements, and Tillman in a 2007 study called Nursing Economic$ (free login required). The study says to prevent burnout, organizations need to employ a nurse-centered stress management program AND an executive support system. Too often, stress reduction programs fail because they aren’t relevant for bedside nurses or because bedside nurses do not receive support for such programs from leadership.
The following strategies were found by this study and others to be effective:
1. Stress reduction classes: Offer live classes and computer-based sessions about self-care stress reduction techniques. Be sure to tailor the sessions so they make sense for busy staff nurses. For example, a session filled only with strategies that aren’t applicable to the nurse environment won’t be as helpful as one that includes easy-to-implement techniques such as deep breathing that can be performed during a quick meal break. Encourage nurses to participate by raffling off gift certificates for massages.
2. Create a space for relaxation: Social support has been shown to reduce the effects of stress, and senior leadership can help foster opportunities for nurses to interact by providing a place for them to meet. The break room can be more than a place to scarf a quick sandwich and managers should encourage staff to take breaks together when possible to build a sense of community.
3. Mentor and buddy programs: Having someone to vent to and engage in joint problem-solving can mitigate the effects of stress. Encouraging mentor and buddy programs also boosts nurse engagement and helps in long-term retention and professional development. [more]
Proven retention tips!
The simple act of giving THANK YOU notes to staff has proven to be a positive morale builder and an easy-to-use retention tool. Some managers have the “want to” but complain of “writer’s block.” Here are a few tips to get started!
- Blue or black ink offers a more professional appearance than other colors
- Begin with the recipient’s name.
- Say Thank You.
- Be specific about the behavior or action you’re recognizing:
- “The extra hours you stayed over to help…”
- “Your positive attitude in a stressful situation…”
- “Your willingness to change your schedule…”
- “Going the extra mile with [patient], [family], [coworker]”
- Be sure to mention the positive impact of their behavior or action:
- “Your work/dedication made this project a huge success”
- “Your creative thinking saved our department time/resources”
- “Your faithfulness to follow-through is a great example”
- Connect their behavior to your organizational mission:
- “Thanks to you, we’re sure to reach our goals!”
- “Thanks to your efforts, we’re on our way to achieving _____”
- Say Thank You again.
- Close your note with a meaningful sign-off:
- “Keep up the great work, it’s being noticed!”
- Cheers!
- Best Regards
- Sign your name.
- To add a special flair, consider including a small treat:
- Peppermint patty or Junior Mints (You’re worth a mint!)
- Roll of lifesaver candy (You’re a life-saver!)
- $100,000 bar (Your efforts are priceless!)
- Hershey’s Nugget (You’re such a treasure to have on staff!)
- Almond Joy (It’s a joy to work alongside you!)
- 3 Musketeers (3 cheers for you/your work)
- Shoestring licorice (Great job in tying together that project!)
- Payday bar (Your efforts will lead to great return for patients/our department/ [your organization])
- M & M’s (Thanks for not melting under the pressure)
Quick retention ideas!
This week’s retention ideas:
Suggest that your team create a basket filled with goodies for another department in the hospital-just to show your appreciation for something they did. Have your entire staff sign the card, they may add comments if they’d like to. The other staff will be shocked and amazed. Other benefits from this one act of kindness may include increased patience & respect between departments, adding value to others’ self-worth, and an improved work relationship!
[Some ideas: snacks such as microwave popcorn, pretzels, m&m's or cheese crackers; mini cans of soda; a bottle of Excedrin and a bottle of hand lotion]
To increase staff participation and ownership in their staff meetings, post a blank agenda in their lounge a week ahead of each scheduled meeting. Staff can post questions, concerns, or desired discussions. You may even become aware of issues you previously didn’t know about.
Something to ponder this week: 10 years from now, what will your staff remember about you?
Quick, effective retention tip!
Here is a quick tip I have used and found to be highly effective in promoting staff engagement, which is a huge factor in retention:
Ask your DON or VP to stop by and compliment your staff, or a staff
And here are a couple quotes to bring home the tip:
“Setting an example is not the main means of influencing others, it is the only means.”
– Albert Einstein
“I think one’s feelings waste themselves in words; they ought all to be distilled into actions which bring results.”
– Florence Nightingale
Filling the pockets of retention
By Lydia Ostermeier, RN, MSN, CHCR and Shelley Cohen, RN, BSN, CEN
When it comes to retaining staff, sometimes the hardest part is finding the dollars to drive your efforts. Too often, managers are unsure about the resources and support available to them when they budget for retention.
One of the first questions to ask yourself is, “What is my greatest resource to obtaining funds?” Whether you are determining the resource most likely to provide you with funding or the people most able to play a supportive role in validating the need for retention budgeting, the identification of these valuable sources is a key step toward monetary resources.
Here are some tips to keep in mind when working toward acquiring retention funds:
- Always combine your budget request with ideas and plans that do not require funding, such as employee retention committees
- Determine alternative methods of communicating retention tips, such as a monthly email sent out to managers
- Listen to your staff to find out what things are really important to them; you don’t want to spend money on things that they do not value
- Make a strong business case to your executive team, including the increased cost of turnover that would occur without retention efforts
If you are lucky enough to receive some specific funding for retention programs, build them in to a special general ledger in your budget so that you can keep track of your spending. And if you don’t succeed the first time, try again with a different angle. For example, it is not only important for retention of staff, but it may also help with recruitment as well; talk about the potential recruitment benefits.
If you are still not able to secure the funds that you need, take a look at your current programs, benefits, and perks. Are they all still important to your staff? Is there something that you can give up to reinvest the funds in something more worthwhile?
Many other strategies are taking place at hospitals nationwide, and communicating successful efforts is a retention strategy in itself. What have you found to be your most successful methods of gaining funding for retention efforts? How were you able to get the budgeted resources you needed to keep your nurses happy and by the bedside? To respond with questions or comments, just click on the comments link and let your voice be heard.
Retention tips!
Here is a quick idea that costs only about 2 minutes of time: Even though you may have thanked an employee at work for something they did “above and beyond”, take the time to call them at home after their shift to thank them again. It’s preferable for you to make the call from your home instead of your office. You may be surprised how far this small gesture can go!
When I originally sent this idea out to managers and administrators in our organization, our COO called me at home! I was not there to receive the call, but he left me a wonderful message saying how much he appreciated the retention ideas I sent out and how much he valued my position within the organization. WOW. I was floored!
If you’ve tried this idea, or are thinking about it, drop a comment on the blog and let us know how it goes!
