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.
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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.
The holidays are well and truly upon us, which means across the world people are panicking as they realize they haven’t bought any presents yet.
The holidays are a busy time of year for healthcare professionals, with nurses trying to balance an increased workload with holiday obligations. A few simple gifts can do wonders for morale and show nurses that they are appreciated for their work.
And if you miss the holiday deadline? Hand out presents on New Year’s. It’s a federally recognized holiday and gives you more time to buy.
So nurses can go off the clock and still let the world know who’s boss. You can buy them on an individual basis or buy them in bulk for your staff.
Good for some laughs and to remind everyone that you work in a much less dysfunctional hospital. Or that you do, but at least your janitors aren’t actively conspiring against you.
- Chicken Soup for the Nurses Soul by Jack Canfield
Stories from the frontlines of nursing. Some are funny, some are uplifting, and some are moving. A good read for both new and veteran nurses.
Need I say more?
- Things that they would like
This is your chance to show your nurses that you really know them. A running joke in the hospital, fixing something that’s been broken a long time, or something particular to your area. Be creative! And always leave the receipt in the wrapper.
As promised in last week’s post, Try This: Build nursing team self-esteem, the exercise that Kathleen Bartholomew uses to encourage nurses’ self-esteem has been posted to our Tools Library.
To download the Hierarchy of Voice tool, click here.
Excerpted from Ending Nurse-to-Nurse Hostility, Second Edition, by Kathleen Bartholomew
There is a connection between nurses’ feelings about
their work environments and nursing quality and safety
Rebecca Hendren recently posted about a June 2015 Healthleaders magazine article focusing on steps organizations are taking to measure and improve nursing staff satisfaction. For anyone who hasn’t yet read it, I just want to share my favorite quote from the article. In it, Linda Aiken, PhD, a nursing workforce researcher and director of the Center for Health Outcomes and Policy Research (U. Penn) is quoted as saying that
Nursing “is the single biggest factor
in how patients rate their hospitals”
Do you agree with this statement? Have you seen the impact of improvements in nursing staff satisfaction on care quality, outcomes, and patient ratings? What tools or strategies have you used to improve staff retention and satisfaction? Please leave a comment sharing your experiences with your fellow nurse leaders.
For more details on the kinds of nursing staff surveys conducted by organizations that have received designation as ANCC Magnet Recognition Program® hospitals as well as those that have not, plus the source of the headline quote (which no one would dispute!), click here to go to the HealthLeaders article.
We’ve all been in meetings where everyone nodded and appeared to agree to something, but a few months later, nothing had changed. Why does that happen?
Because all they’ve agreed to is that they’ve come up with a good idea.
No one committed to a specific plan to make that good idea happen. The meeting organizer most likely didn’t set proper expectations and didn’t ask for specific, measurable commitments. The people attended the meeting, but didn’t have enough context to actively participate. They didn’t have the tools to make a commitment to action, and to hold themselves accountable for real results in a few weeks or a few months.
Great meetings that result in action, improvement, or resolutions are a joy to attend.
The next time you’re invited to a meeting, follow these suggestions so you’re prepared to be engaged and contribute rather than sitting for an hour as a passive participant. If the invitation didn’t explain the purpose of the meeting, if it included only a sketchy agenda, or if it didn’t include one at all, ask the organizer the questions in the following table prior to or early in the meeting.
Try using these questions to create a structure for great meetings that result in a better understanding, clarity of purpose, and positive outcomes.
Note: I’ll have the table as a download for you in a few days. Look for a link in a future blog post to share the tips with your colleagues!
Excerpted from Team-Building Handbook: Accountability Strategies for Nurses and Accountability in Nursing, both by Eileen Lavin Dohmann, RN, MBA, NEA-BC, and published by HCPro.
Our mission is to provide you with essential tools, articles, tips, and books to support your practice… and we want you to tell us what you need. What kind of challenges do you face? What subjects excite you? Please take a few minutes to answer our 10 question survey, and give us your wish list!
To thank you for participating in our Nurses Week survey, you also
have an opportunity to win a copy of Kathleen Bartholomew’s
Team-Building Handbook: Improving Nurse-to-Nurse Relationships.
Just complete the survey between now and midnight on May 27, 2015, and provide your contact information on the last page.
Click on the link below to begin the survey:
All of your answers are confidential and anonymous, and your contact info will only be used to let you know if you won a handbook. If you have questions related to the survey, please contact firstname.lastname@example.org.
⇒ 5/4: Who inspires you? There’s still time to submit your favorite quotes in posted comments, here.
⇒ 5/6: You can still use the 20% Nurses Week discount offered in this post.
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.
Nurses Week is a good time to reflect on what sets the nursing profession apart from so many others. Nurses have a reverence for the work (however flawed circumstances may be on a day-to-day basis), and a commitment to bettering the “caring profession.”
This Nurses Week, please give some thought to what inspires you to reach for excellence. Submit your favorite inspirational quotes and sayings in the comments box below and we will share them so all can be uplifted. We’ll also compile the best into a resource to sustain you on the days when you face challenges.
Here’s a quote from an amazing Australian nurse, Elizabeth Kenney. In the 1930’s, she pioneered the use of physical therapy, rather than immobilization, for polio victims.
It is better to be a lion for a day
than a sheep all your life.
—Elizabeth Kenney, 1880-1952
NOTE⇒ You can use the 20% Nurses Week discount offered in this post through 5/12/2015.
Last week, a whistleblower lawsuit was filed by Kim Cheely, a nurse manager at Georgia Regents Medical Center prior to being fired last October for “insubordination.” In this case, “insubordination” appears to mean that the trusted, 37-year veteran of GRMC dogged management to address quality-of-care concerns related to repeated staff reductions in the oncology and bone marrow transplant units.
The story in The Augusta Chronicle documents a situation where anything that could go wrong, did. Cheely took every logical step she could to affect change, and thought she would be protected from retaliation by invoking the hospital’s conflict resolution policy. This did not turn out well for Cheely, unfortunately. In fact, to be protected as a whistleblower, you must report to the state or national agency responsible for regulation of your employer.
For anyone considering blowing the whistle, take a look at the flowchart I created from advice offered on the ANA website. The chart, which illustrates just the bare bones, will be available for download later in the week, in case you want to share it with your colleagues.
On a related note: I’m currently reading draft chapters for an upcoming HCPro book, The Nurse Manager’s Legal Companion, by a wonderful nurse and attorney, Dinah Brothers. We’ll also have a handbook for staff nurses. Neither is available for preorder quite yet, but I’ll be sure to let you know when they are.