Specializes in Nurse Leader specializing in Labor & Delivery.
It is an illusion. Management seems to claim that they are invested and really listen and react to employee surveys. .
At our facility it's not an illusion. Those departments that scored low on the employee satisfaction survey are identified. The staff has several meetings with an HR representative where we discuss the questions that we scored the lowest on. Then we identify the top three most important questions and come up with possible solutions. After several meetings, the HR rep then takes this to our manager and a discussion is held on what can be done to address those issues.
Right now two things are currently in the works to address the issues our department had that prevented high employee satisfaction.
If a department scores low for 2 or more years in a row, then the manager is put on a corrective action.
There was a survey regarding a change in shift hours that went out at my part time job a while ago. Apparently a BUNCH of people took it upon themselves to use the back of the survey as a narrative complaint that led to multiple closed door meetings and within a week the firing of the DON and ADON. I'd love to see what people wrote... I'm only there twice a month, so I missed out on the whole survey.
We have them, too. I think our staffing ratio changed as a result of last year's, but now it's back up again because apparently our unit's staff is perfectly acceptable to pull and staff everyone else every shift. Meanwhile, its a stepdown unit being staffed with the same ratio as med/surg. Can't wait until this year's survey.
We have employee satisfaction surveys regularly -- and have had them for years. They are also incorporated into the Magnet and Pathways to Excellence designations. The National Database for Nursing Quality Indicators (NDNQI) also has an annual nursing survey -- and that was recently purchased by Press Ganey, who plans to integrate the NDNQI data with nursing outcomes data and patient satisfaction data.
So ... it's definitely out there.
But ... as other have said, having the surveys is only one step. They are only beneficial if the employer used the results to guide strategic planning (and budgeting).
Specializes in Specializes in L/D, newborn, GYN, LTC, Dialysis.
AWESOME. THIS is what is supposed to happen!!
At our facility it's not an illusion. Those departments that scored low on the employee satisfaction survey are identified. The staff has several meetings with an HR representative where we discuss the questions that we scored the lowest on. Then we identify the top three most important questions and come up with possible solutions. After several meetings, the HR rep then takes this to our manager and a discussion is held on what can be done to address those issues.
Right now two things are currently in the works to address the issues our department had that prevented high employee satisfaction.
If a department scores low for 2 or more years in a row, then the manager is put on a corrective action.
klone, MSN, RN
14,857 Posts
At our facility it's not an illusion. Those departments that scored low on the employee satisfaction survey are identified. The staff has several meetings with an HR representative where we discuss the questions that we scored the lowest on. Then we identify the top three most important questions and come up with possible solutions. After several meetings, the HR rep then takes this to our manager and a discussion is held on what can be done to address those issues.
Right now two things are currently in the works to address the issues our department had that prevented high employee satisfaction.
If a department scores low for 2 or more years in a row, then the manager is put on a corrective action.