Getting staff to "own" the unit

staceyp413 · Dec 18, 2005

My only advice is to keep posting and mentioning these units and the meetings. In my 10 years of nursing (staff and manager roles) I have found that for the majority it is just easier to complain and wait for someone to fix the problem for them. I spent about a full year struggling with this before I hit the burnout wall. While we all have our days, I try to support those that are willing to work toward change vs. just complaining about how it never does.

hipab4hands · Dec 18, 2005

If you want staff nurses to participate more, than you are going to have to show that voiceing their opinions will result in changes.

I work in a unit, where we go to meetings, discuss problems areas (and suggest solutions), then nothing more happens.

Since I've learned that going to these types of meeting is a waste of time, I no longer participate and will not longer come in on my own time.

Hellllllo Nurse, BSN, RN · Dec 18, 2005

If you want staff nurses to participate more, than you are going to have to show that voiceing their opinions will result in changes.
I work in a unit, where we go to meetings, discuss problems areas (and suggest solutions), then nothing more happens.
Since I've learned that going to these types of meeting is a waste of time, I no longer participate and will not longer come in on my own time.

I totally agree.

staceyp413 · Dec 18, 2005

I agree with both of you, however, just voicing your suggestions and concerns isn't just the end of it. If you want results you also need to be part of the solution and get involved. No one person has to sit back and wait for someone else to do it for them regardless of your position.

Trauma Columnist · Dec 18, 2005

In order to have ownership, there must be pride in the unit and pride in working at the facility. For instance, I'm an ER case manager in an inner city hospital - lots of homeless, many social issues. My XMas present to the staff this year was to start a clothes closet for our homeless patients who we discharge to the street. I bought a large storage bin, went to the Dollar store and purchased toothpaste, toothbrushes (items we don't have in the ER), sweat suits, and hats and socks. I've invited our staff to add to this...and have received nothing but positive feedback. They all say how happy they are that they won't have to discharge these patients back to the streets in their dirty clothes and then they say "I'll bring in some stuff too." This took very little time and less than $60 - easy to do. Maybe listing a problem and letting the staff solve it - that leads to ownership. Sometimes things can't be fixed at the staff level. However, many things can be.

hipab4hands · Dec 19, 2005

Attempting to get involved- which meant going to these meetings on my own time, volunteering to work on projects on my own time, doing needed research on my own time-resulted in zero changes on our unit.

After 7 years of this, I've figured out that management has no interest in making changes or making improvements. This is all a PR stunt that looks good on paper and allows management to congratulate themselves on how "progessive" and employee friendly they are.

When it comes down to reality- it doesn't mean a friggin thing.

nursemaa · Jan 1, 2006

Attempting to get involved- which meant going to these meetings on my own time, volunteering to work on projects on my own time, doing needed research on my own time-resulted in zero changes on our unit.
After 7 years of this, I've figured out that management has no interest in making changes or making improvements. This is all a PR stunt that looks good on paper and allows management to congratulate themselves on how "progessive" and employee friendly they are.
When it comes down to reality- it doesn't mean a friggin thing.

I don't think that's always true. At the places I've worked, staff have been able to be very involved in writing policies and procedures, dividing up work on the unit, etc. Not all management is as you described. I know that I really do want my staff to "own" the unit and be involved in decisions that affect their practice.

In all the groups I've led, there seem to be a couple that are interested, the rest just want to complain but never offer any suggestions for solving the problems- they feel it's management's responsibility, but then complain about the way it's handled.

Also, it seems sometimes that staff don't understand that there may be times when not all of their ideas can be implemented, or there may need to be changes to the idea for it to work. And when groups of people work on a project or problem together, you have to accept that your particular idea or solution may not be the one the group decides to go with, or they may blend it with others to arrive at a compromise. And remember that change can't happen overnight or staff won't accept it- there has to be alot of discussion and trial in order to get buy-in.

4kidsrn · Jan 4, 2006

Shared govenance can work. I had to take the first step and step back as "the manager". This was difficult, having other make decisions. I suggested to the staff that they form thier unit councils, meet regularly to discuss whatever was not working in the department and come up with ideas to fix the problem and make it a better place to work. Almost anything goes! They have worked out many problems. Some of the problems worked on made good impressions JACHO when they visited recently. (PI/QI projects.)

We also have an educator that will work with the staff on group dynamics and team building exercises.

Good luck.

Turk182 · Jan 15, 2006

I have had the same challange in getting staff to "own" their unit. More staff meetings than not, the only people in attendence are those that are on shift working. Despite, food, gift certificate drawings, alternating the times to accomodate day/night shift, even making them mandatory..... nobody feels they have to show up. I put out quesitonaires with a due back date, asking staff what they would like to see happen on subjects that directly effect them, and would make their work easier, and they aren't returned. It is incredibly frustrating to know the energy I have spent ( not to mention the way too much $ out of my own pocket) is completely wasted and unappreciated.

I've tried to start committees to address and make change to complaints that we can actually do something about-- nobody wants to do it. But everybody wants to complain about the things that a manager cannot just fix, overnight, if at all. I finally got to a point where I realized that I cared about the unit and the perception of the unit so very much more than they did, and that's okay if it has to be. I just don't allow them to complain and moan about how the "hospital doesn't care", and remind them that if they don't want to help be part of the solution, then they have no right to complain. One of my favorite sayings is " if you are not part of the solution, then you are part of the problem." Another favorite is from a John Cougar Mellancamp song ".... if you are not part of the future, then get out of the way." I have no tolerance for people who gripe and complain, but won't do what they personally can to make something more positive.

Glad to know I'm not the only manager out there with this situation!

1Tulip · Jan 15, 2006

Am I missing something here? The hospital/unit/management want nurses to attend planning sessions and committee meetings and do other things all on their OWN TIME? What that means is the hospital/unit/management is telling you how much they value your planning meetings. They've put a dollar value on them... $0.00.

Well, you might respond, isn't this something that a REAL PROFESSIONAL nurse would do if he/she/they really cared about pt. care?

OK, let me answer that question with a question.

How many other professionals do they consult to make their hospital better? Lawyers? Investment brains? Safety Engineers? IT Wizards? Whatever... these people are brought in to give the advantage of their expert knowledge and judgement. And they demand $200/hr or more!

I think that's a huge stumbling block. And I LOVE it when they say "this meeting is absolutely MANDATORY. All nurses must attend!"

My time. The Constitution, the emancipation proclamation, slavery is so 19th Century. What are you going to do? Take away my birthday???? No, if you want my time, you'll pay for it.

Didn't someone really wise say that where your money is, there will your heart be also? Well, the hospital is telling us that their heart is not really in these mandatory meetings.

Turk182 · Jan 16, 2006

Wow- I sense some seriously built up resentment there. Let me clarify please..... Anything anyone has come in for, I have paid for their time. When only one person shows for the staff meetings, I pay them 2 hours per federal law ( I required them to be there and sent them home. ) As I stated previously, I have tried multiple attempts to time staff meetings to accomodate everyone, despite the fact it does not accomodate my time. Incentives, rewards, etc were offered on my behalf at my cost. Never before did any of these staff members receive gifts or lunches during nurse/cna week, until I arrived. I went to all the physicians and asked for money, donated myself and made these weeks a big deal for them. So yes, I do expect that the staff will show up to a staff meeting every now and then. I absolutely expect staff to show up when it is made mandatory ( and isn't sad it has to go that direction? ) or that someone will let me know why they can't be there before hand.

Are you a manager? I'm just wondering. If you are, then you know that your staff expect you to do their payroll sheets correctly, give them a fair work schedule, work on their behalf with issues they can't directly control and to work right next to them when all hell is breaking loose on the floor and not hide in your office and shut the door. If you are not a manger, you might consider that a manager's job is no walk in the park. A staff member only reports to their manager generally. A manager reports to their Director of nursing, the CEO, answers to JCAHO and anyone else who has the authority or power to change something on your unit. It isn't easy to try to appease both ends of the spectrum who often have different ideas as to what is important.

Sometimes staff meetings are absolutely neccessary. You can't hold somebody accountable if you don't know for sure they got the message. Nor can you ensure everyone receives the same chance for opprotunites if you don't know for sure if everyone is aware of those opprotunities.

You absolutely deserve your personal time - and the manager deserves respect enough for staff to show up for a meeting when they are taking time away from their personal time to have one. By the way, I wouldn't require you to be there on your birthday.