Rewards and Recognition

  1. Last edit by susanmary on Aug 4, '03
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  2. 8 Comments

  3. by   pickledpepperRN
    Great idea!
    One year for nurses week we wrote short notes praising coworkers and printed them all. It was well received. I still have my copy. It is a great tribute to all categories of the team.


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  4. by   ClariceS
    I am trying something similar on my floor. At each monthly staff meeting, we have always had a vote for Employee of the Month which includes the nursing and support staff on our floor. The nurses fill out nomination ballots with the name and reason for the nomination. The one with the most votes will be the EOM. What I have initiated is cards to the other nominees stating that they were nominated and the reason they were nominated. The ballots are anonymous so the cards I give out state that someone on the floor thinks they are a great nurse. Thus far I have received little response to this but what I have received is positive.
  5. by   OC_An Khe
    You seem to be on the right track as far as recognition is going. The only word of advice is to try an assure that it doesn't turn into a popularity contest but really reflects a job well done. Some people would view the recognition as a reward in itself but overtime something more substantial would be more successful. You mentioned a small budget maybe this could be increased. Perhaps a quarterally reward chosen by lot from the monthly "winners" could provide a more substantial reward. You need to decide if the reward should be individual or shared among the entire staff (pizza party). I would lean toward the individual myself.
  6. by   Mijourney
    Originally posted by ocankhe:
    You seem to be on the right track as far as recognition is going. The only word of advice is to try an assure that it doesn't turn into a popularity contest but really reflects a job well done. Some people would view the recognition as a reward in itself but overtime something more substantial would be more successful. You mentioned a small budget maybe this could be increased. Perhaps a quarterally reward chosen by lot from the monthly "winners" could provide a more substantial reward. You need to decide if the reward should be individual or shared among the entire staff (pizza party). I would lean toward the individual myself.
    Hi ocankhe. I agree with your points. I do feel that susanmary's nurse mgr. is making a sincere attempt to maintain a stable unit with a small budget. I think the physicians should financially contribute to the reward as well although that would no doubt create more problems for the staff. Personally, I am in favor of some form of clinical ladders where everyone has a fairer chance to get rewards, recognition, and respect based on merit (unless you have a overly biased nurse mgr). However, clinical ladders are time intensive when done right and are probably not economical. Therefore, the reward and recognition for one person would seemingly be the most user friendly for management and the hospital as well as the monthly employee. Best wishes susanmary.
  7. by   hollykate
    When I was a nurse's aide we did have that sort of thing on my floor. The way that they stopped it from being a populartiy contest was that the manager picked a staff member each month and put up his/her photo, underneath was a pocket with slips of paper where you could write something positive about that person. A few times the manager picked a new nurse or a new aide who was having confidence problems- reading all the positive comments in the box seemed to really improve their morale and confidence. People on that floor really did work hard to write something positive about the person.
    We have a clinical ladder system, which works well, excepting right now as a staffer you have Clinical RN I and II and then there is no where to go except educator or manager.
  8. by   susanmary
    I'm a staff nurse still trying to form a Rewards & Recognition Committee to acknowledge efforts by staff and to improve employee morale. Our committee has faced strong cynacism by staff, and we plan to distribute a survey next week asking staff for suggestions for rewards and recoginition (we will include in the survey if they even want such a program.) We will present the findings to management. Staff have consistently told me they want monetary compensation, and I agree. Yesterday, I approached upper management who stated that employees are compensated yearly according to our performanced-based evaluation. Basically, I'm given "autonomy" to head this committee with no true autonomy. What would you suggest -- individual vs. group recognition? Some ideas are time off, gift certificates, pizza parties, etc. How would you decide how to award individuals without turning it into a popularity contest? Yesterday, we had a pizza party for all three shifts with plenty of pizza, soda, munchies -- can't imagine the above post where the MDs contribute -- the MDs came into our lounge and ate our pizza.
    Want to make this work, not sure it will -- kinda like trying to spit and put out a forest fire -- honestly. Any advice? What would you do?
  9. by   KSEFLINK
    In the past when I have worked on this issue, I had to approach the docs to contribute. Now they remember us on holidays and try and recognize special events. Let them know ahead of time who gets nominated as the winner (the chairman of the committee will have to do this) and ask them for money or a gift certificate. Other items would be: a day off with pay, a close parking space, extra vacation day put into their banks, free meal from cafeteria. These items were also well received from our staff.
  10. by   Jacci59
    I like the idea of the Managers picking the person to avoid a popularity contest. At the Home Health care agency where I work, there is an aide chosen each month. A certificate
    with her name on it is posted on the wall for the month, and a pin with CNA attached to it. The pin has an area to clip her name tag to. This would also work for the RN's, and other employees, with a little pin such as that with RN, etc. At the end of the month, the certificate and pin are given to that EOM.

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