Retension Ideals

  1. HELP!! I was recently placed on a committee to come up with ideals to increase retention in our pacu. The ideals cannot be monetary. Does anyone have any suggestions or techniques that you use in your work place?

    THANKS!
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  2. 3 Comments

  3. by   lilcajunnurse
    In our facility,nurses love appreciation. So we implemented several ways to say thanks. We have a bulletin board in the main hallway where we hang little "GUNG HOs" . They are bright yellow pieces of paper where anyone can say thanks..even for the littlest things. We also have thank you notes and envelopes hanging in each department , these are handwritten and sent to the person at home. Each department is encouraged to write at least one a month. For out of the ordinary acts, at our nursing meeting our DON hands out "treasures" an actual candy treasure and a certificate of being a treasure. Then the big one ....the administrator hands out WOWS and you get reconized in front of the whole hospital at hospital wide meetings. I know this sounds like it is just paper but it means the world to the person being thanked. This is all hospitsl -wide. ALSO a big plus. We have a message board and suggestion box...everyone who wants input just puts it in...every suggestion is brought to the board and thought about carefully. It is great to see something you suggested put into play.hope these help:spin:
  4. by   HelenofOz
    I agree that acknowledgement is a great motivator, especially from the "higher ups" but my own opinion is that finding out the reasons behind losing staff might be more beneficial in the long run.

    Sometimes higher management think they can solve a problem with rewards etc rather than dealing with the source of the problem itself-why is morale bad, why is there a lot of sick leave, why is there a high turnover of staff? Find out what or who is the real reason and deal with that.

    Do they need more education, more support, better staffing, meal breaks covered-no-one minds the odd break being interrupted or missed, but when it happens constantly then it needs to be looked into. Are they treated with respect by other staff?

    Our PACU has an age range of 30 years, PACU experience levels from 18 months to 15 years, various ethnic backgrounds, fabulous workers and not so fabulous workers, and a lot of strong characters, but we seem to be united in our sense of humour and our passion for food, esp chocolate. Nurses from other departments want to work with us, but openings are few & far between. The anaesthetists (and sometimes even the surgeons) do acknowledge our input/opinions/good calls, and our manager listens to us.

    So maybe that's it-food and respect! When you think about it, it covers alot of things in life really, doesn't it.

    lilcajunnurse, you hospital's system sounds a great idea, especially when it covers so many areas & levels, and how great that it is an ongoing thing. It also helps the administration get to know their staff better, which is a huge bonus. I was "presented" with an award by our (on-site) CEO of 4 years who didn't know who I was, you can guess how much I valued that!
    Last edit by HelenofOz on Sep 21, '07 : Reason: smilies removed-I made a mess of them!
  5. by   sharann
    What is VERY important to me is being acknowledged and listened to by my manager and director. If we feel supported and truly believe that they are looking to make our job go smoother and value us, it shows in how we react. We have had many ups and downs lately, alot of burnout and a management change but things are settling down. I know that the bottom line is still the royalty(surgeons) and the budget.
    When the manageres go to us and say thanks for doing such and such or they come pitch in when we are really strained we truly feel backed up. When decisions that sirectly affect our performance or unit are made without us, we feel slighted and angry.
    It is basic algebra to me:
    a+b=r
    appreciation + backup from management = retention of nurses!

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