All Entries Tagged With: "retention tips"
In-room computing: 5 tips to enhance patient-caregiver communication
When hospitals and medical groups transition to an electronic health record (EHR), many caregivers view the computer as interfering with, not helping communication with patients. I spent a big chunk of time reviewing the myriad studies about the relationship between bedside and in-office computer use and patient satisfaction. Based on all I’ve read, I’m convinced that EHR systems at the bedside and in medical offices can greatly enhance the patient experience of care and satisfaction.
Years ago (in the 90s), in-room computer use by caregivers was indeed a barrier to communication. Caregivers weren’t used to it and many resisted it. The systems were much less user-friendly, so caregivers struggled to access and enter information as the impatient consumer looked on. Also, far fewer consumers used computers themselves, so few patients realized the benefits of the computer for their care.
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]
Program helps improve retention rates to near-perfection
The University HealthSystem Consortium (UHC) AACN Nurse Residency Program TM (NRP) has helped program participants achieve a 4.4% turnover rate of first-year nurses, which is significantly lower than the national rate of 27.1%.
So far, 61 sites have incorporated the program, which compares to about 16,000 participating nurses since 2002. In 2009, 11 participating sites had a 100% retention rate. [more]
Budget-friendly gifts and retention gems
Tighter spending may be in your hospital budget’s forecast with the state of the economy, but recognizing and rewarding staff shouldn’t take the backseat. Creating and environment where nurses feel appreciated, valued, and that they are making a positive affect on patient care is key to improving retention. And, there are several low-cost gifts for any occasion to help you celebrate your nurses’ success, thank them for a job well done, or just let them know you’re thinking about them. [more]
Quick Retention Tips!
1. Your Laughter is contagious – let them hear you roar! Good moods affect others in a positive way and bad moods infect others negatively. (From Love ‘em or Lose ‘em!)
2. The more information you put into your brain, the more likely you are to come up with new ideas! Continue your own learning journey by attending at least one conference a year. [more]
Take notecards to a new level!
You’ve made your new staff member feel welcome, and are almost ready for his/her 90 day evaluation. How about writing a SO GLAD YOU’RE HERE note card, signed by you and your charge nurses? Or, can you scan a picture of their preceptor(s) or shift peers to the inside of the card? How about having the entire team sign the card and present it at a staff meeting?
Kick it up a Notch:
Send a handwritten note to the employee’s family and/or their spouse/significant other! I once had a director who sent a holiday card to my home (it was near my 90 days in the department). She included a note specifically to my husband. She knew his name and included several compliments about my performance, and thanked him for “loaning” me to the department for 40 hours a week.
WOW!
Both my husband and I were so impressed! I highly recommend this as a retention tool; I still work for that director!
What ideas for retaining staff at their 90 day evaluation have YOU implemented?
Excellent Quote:
Nothing great was ever achieved without enthusiasm!
~Ralph Waldo Emerson
Grasp your new grad nurses
Transitioning from nursing school to the bedside can be difficult for new nurses. And literature reveals a hefty amount of new nurse graduates depart from their first position within two years of hire. So, why are they leaving? Like many of us, new nurses want to feel valued, be rewarded, have strong relationships with their managers, and enjoy a work-life balance.
Managers work so hard to get nurses in the door that it makes sense to work hard to retain them. It’s important to let new nurse graduates know they are welcome on the unit and will be a valued part of the team. Here are some ways you can do this:
- Create welcome flyers. Make welcome flyers and post them around your facility-not only in nursing areas, but also in places physicians will see them.
- Get to know them. It can useful to get to know new graduates before assigning them a preceptor or a mentor, because that way you have a better idea of their personality and can make a suitable placement. To accomplish this, consider spending the first two weeks of new nurses’ orientation with them as much as possible.
- Check in weekly. Most new nurse graduates are beginning their first-ever full-time job. The reality of this can be overwhelming, so check in weekly to make sure they are not overwhelmed.
- Recognize the new nurse at staff meetings. Before you begin the weekly staff meeting, take the time to introduce everyone to the new nurse. This is a great way for the new nurse to remember faces and feel a part of the team.
How do you make your new grad nurses feel appreciated?
Editor’s note: This excerpt was taken from the book, Nurse Retention Toolkit: Everyday Ways to Recognize and Reward Nurses. For more retention tips, look out for its release in early September.
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
