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.
Studies show only 30% of your nurses are actively engaged, which can negatively impact patient satisfaction, safety, and nurse turnover. Join us on May 28 at 1 p.m. to discover how to engage the rest of your staff.
Join experienced nurse and leadership specialist Patty Kubus, RN, MBA, PhD, for a 90-minute webcast to learn how to build a culture of nurse engagement.
Don’t miss the chance to improve nurse satisfaction, increase your nursing staff’s commitment to the organization, and raise the level of patient care.
This webcast will discuss how to build a culture of nurse engagement, which leads to the following benefits:
- Higher productivity
- Higher patient satisfaction scores
- Lower turnover
- Lower absenteeism
- Fewer safety incidences
For more information, or to register, visit http://hcmarketplace.com/build-nurse-engagement-through-coaching-and-mentoring.
How many times have you tried teaching a new skill to new orientees only for them to not “get it”? What about the hours and energy put in to this effort? If you calculated this up, you may realize just how much effort you really put in to teaching. Chances are, you are not teaching to your orientees’ learning styles.
There are three main types of learning styles: visual, auditory, and kinesthetic. Visual orientees learn by seeing, observing, and picturing things and events. Most people are visual learners. Auditory orientees learn by talking, hearing, and reading. They usually like to talk to themselves as they learn. Kinesthetic orientees learn by actively moving and doing. They often cannot sit still and must move around to keep their attention.
Not being a nurse, I’ve never really thought about what happens when patients are admitted to the hospital and they are smokers. However, this is something that nurses and healthcare providers have to deal with all the time, and a recent survey says that many are not offering patients any help with quitting.
The survey, published in the July issue of Nicotine & Tobacco Research, finds that nurses and healthcare professionals often do not provide information to help patients kick the habit because they feel they lack of training in smoking cessation interventions and that it is not part of their professional responsibilities, among other things. [more]
Twitter, the social networking site that allows users to keep friends, family, and colleagues up-to-date on everything that is happening in their lives, is taking the world by storm. Healthcare providers are commenting on surgeries in real time, nurses are reaching out for experts on the latest clinical care best practices, and there is a constant flow of information and advice.
The information you can share is never ending and Twitter is starting to become a useful tool in the nursing world. Here are some ways nurses and nurse managers are using Twitter:
by Deanna Miller, RN, MSN/Ed, HCE
Recently I discovered that some of my nursing staff had decided that they would no longer utilize filter tubing with central lines. Because the facility policy did not state “to use” or “not to use,” I could not refer them to policy as a directive or a guideline. There were other staff nurses that were fit to be tied because of the non-use. The debate began. My final words were these: “Bring me the evidence that states “to use” or “not to use” and we will make the determination together.
I am a huge proponent of autonomy but weeks went by without any evidence being provided to me. This had to be settled once and for all. I finally contacted an acquaintance from the Nursing Infusion Society who was able to give me the information and the “Evidence” that I needed. I then provided the information to my staff nurses. They were astonished that this type of information could actually be found so easily and it triggered their curiosity. My plan is to challenge them weekly with a question to be answered with “Evidence.” If you can give me the evidence, we can change the practice …
How do you get your staff involved in EBP? Share your ideas.
by Deanna Miller, RN, MSN/Ed, HCE
As managers we often hear the terms “engagement” and “employee satisfaction” interchangeably. Even though you are a great manager and truly care about your staff it is often difficult to get them motivated and engaged in what they are doing. I was off on leave for about a month and during that time period I continuously brainstormed to come up with interventions to “get them engaged.”
Here are my secrets to successful engagement….please share yours.
1. Eat lunch with your staff with an “anything goes conversation.” (They love seeing that even the manager is human…it has proved to be a blast)
2. Plan an outing away from the facility. (I have planned an early dinner at a nearby lodge on two consecutive Fridays so that everyone can come regardless of scheduling. Budget for special events)
3. When they bring concerns, work related or personal, listen to them and make great eye contact. Always keep those personal conversations confidential.
This is a practical idea that can easily be implemented in any unit:
Who is your one staff member who LOVES taking pictures (it seems every unit has at least one!). Ask him or her to take candid digital shots of staff (but be careful to avoid patient faces). Print photos that are large enough to be seen from a distance-a mix of 8×10 and 11×14 works well. Purchase an assortment of frames that complement each other. Check craft and hobby stores, larger chain stores, or perhaps you can ask your corporate buyer to suggest an approved vendor.
Hang the pictures in a collage design in your department-NOT in the staff break room. The idea is to choose a wall easily seen. You want your patients and visitors to know this is a great place to work. You want potential employees to know your department takes pride in recognizing each other. And you want your staff to feel celebrated and appreciated.
Periodically rotate the photos so newer staff members have as much “exposure” as the old timers!
What are some other ways to celebrate and appreciate staff?
And lastly, here is an interesting thought to ponder:
“Three people were working at a construction site. All were doing the very same job, but when each was asked, “What is your job?,” their answers varied. “Breaking rocks,” the first one said. “Earning my living,” said the second one. The third person said, “I’m helping to build a cathedral.”
LET’S ADOPT THE MINDSET OF THE THIRD WORKER!
(Peter Schultz, former CEO, Porsche; as cited in 1001 Ways To take Initiative At Work).
A motivated nursing staff is key to achieving outcomes of excellence. All facilities require motivation from nurses to increase productivity and service in a creative, efficient manner. However, this isn’t always an easy task, especially when you are trying to motivate your nurses to get involved in research.
Some organizations may tie research into professional development expectations, such as in a clinical ladder or other career advancement program. Others may reward and celebrate nurses who engage in research, such as recognizing them as “change champions” and allowing them time off from the unit to participate in committees or team-building projects. Consider doing the following to get your staff excited about conducting research:
- Send thank-you cards and e-mails
- Present employees with certificates to hang on the wall (you can make professional-looking certificates with any desktop word processing software)
- Provide team/ peer recognition (e.g., in a hospital newsletter)
- Encourage team members to aim for advancement
- Provide designated parking spots for employees who have excelled
- Present new challenges to team members (do not let them “coast” once a project has been completed)
How do you boost staff motivation at your facility?
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 member, on something they have accomplished. This lets them know that you have been speaking about them in a positive light to YOUR boss, who is someone they probably don’t see very often!
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