So I've only been a nurse for a little over a year in an ER in South Alabama. I absolutely love my job and (most of) my coworkers lol. I was a tech first where I work now so I've been in the same hospital since March of 2012.
One of the things that I've really noticed is our extremely high rate of turn over for nurses in our facility, and specifically our ED. I know this is probably a nationwide issue in nursing and not any unit specific, but it just seems like our management sees it and does nothing to try and improve the morale in the hospital and in our ER.
It's very disheartening to go into work, excited to be there and literally NO one else is enjoying being at work. Now, I'm not talking about the "OMG! We're going to Disney" level of excitement, but just enjoying what you do.
So here's my question for all of you awesome nurses/techs/CNAs and whoever else is on AN tonight:
How (if addressed at all by your facility) has your facility strived to reduce the level of turn over in your facility? What part (if any) have you played in raising morale on your unit? What do you think would improve your work experience? What changes would you like to see from management to make you excited to come to work and be a part of a team?
I know this will probably sound 'corney' but, the main thing for me, is realizing you made a difference (saved a life, prevented an intubation or unit transfer, even simply holding a hand of the dying patient whose family isn't there yet, at 0400).
When I first became a nurse, I was so frustrated and upset at the way some of the nurses would treat the patients and provide such minimal level care, it was so unacceptable. And, it's not like they were swamped, or so behind, just wanted to sit & check emails, text etc. What got me through that time, was knowing that MY family was also utilizing that facility when necessary, and that I wanted every patient to receive that level of care, because they are somebody's wife, husband, grandma, mom, dad, grandpa, brother, mother, father, etc etc. One particular night, a nurse was complaining, saying "what else do you want me to do for him?" and I wanted to bite my tongue, but didn't and snapped back "what if it was your father laying in that bed?" Saw an instant difference in her after that. (although, I don't think that answers your question).
I know a lot of the ICU nurses I used to work with at one facility always said "nursing is a 24/7 business & you are one person". We do what we can & sometimes, unfortunately, the bathing must wait because you have a code, transfer, emergent open heart, etc. And, although the stress level can be extremely high, but I personally feel, that knowing you made a difference, makes it all worth it.
And the patients & their families (the ones who TRULY matter) can tell who loves what they're doing and who are there simply for the paycheck. It may not get a promotion, or 'employee of the month' award, but personal contentment also goes a long way.
Nursey, 16 minutes to cath table is pretty good. Tell your team I'm proud of 'em!!! Even though all we hear is sometimes the negative, we all know (sounds like that team was a very good difference maker).
Teamwork, teamwork, teamwork. Any time you have a free moment offer to help anyone who is nearby. It really helps me with burnout when I am offered help from a co-worker, and in my experience it comes back to you tenfold when you offer.
In every ED I have worked in the managers would buy us pizza or something on particularly crazy days when no one had time to eat. That is a good one.
On the units I've worked with bad morale, it's usually a communication problem. Management doesn't talk to administration, administration doesn't talk to management, and no one listens to the floor nurses.
In most of them, the information only flows one way, from administration down. In the hospital I worked in with the best morale, best retention, and one of the best damn places I have ever worked, the information flowed mostly up.
We had all kinds of studies going on, all kinds of nursing committees, employee forums where the CEO would come and talk to us, and transparency about raises and costs.
They actually made us feel like they gave a crap about us. It was a nonprofit system and they were always asking for input. I was there for two years and did 2 NDNQI (? I get my acronyms confused) and 2 in-house nurse satisfaction surveys. They identified a few common problems that weren't just sour grapes and FIXED THEM. It was like being guided rather than controlled. It was AWESOME.
It took me a year, honestly, to stop looking for the catch.
ETA: Didn't address the OP - on a unit level, it always comes down to the manager. If the manager sucks, the stresses and interpersonal conflicts and employee problems never get dealt with. If the manager is good at the job, most of the issues are dealt with, the manager goes to bat for the employees with administration, and life is good. If you want change, you basically have to teach yourself to be a good manager and take the job over.
I started a birthday club and it was well received. Cupcakes and an extra large gourmet one for the birthday boy/girl along with a card signed by everyone. I also gave them a small gift. I paid attention to things like favorite characters/sports teams/colors etc(I kept a list)..and would get them an ink pen/badge lanyard/notebook with that on it. It only cost me a few bucks and didn't cost anyone else anything. It was small but nurses tend to only get recognized for mistakes so they loved it. The gifts quickly got better because staff would just give me five bucks here and there for the "club"
On the units I've worked with bad morale, it's usually a communication problem. Management doesn't talk to administration, administration doesn't talk to management, and no one listens to the floor nurses.
In most of them, the information only flows one way, from administration down. In the hospital I worked in with the best morale, best retention, and one of the best damn places I have ever worked, the information flowed mostly up.
We had all kinds of studies going on, all kinds of nursing committees, employee forums where the CEO would come and talk to us, and transparency about raises and costs.
They actually made us feel like they gave a crap about us. It was a nonprofit system and they were always asking for input. I was there for two years and did 2 NDNQI (? I get my acronyms confused) and 2 in-house nurse satisfaction surveys. They identified a few common problems that weren't just sour grapes and FIXED THEM. It was like being guided rather than controlled. It was AWESOME.
It took me a year, honestly, to stop looking for the catch.
ETA: Didn't address the OP - on a unit level, it always comes down to the manager. If the manager sucks, the stresses and interpersonal conflicts and employee problems never get dealt with. If the manager is good at the job, most of the issues are dealt with, the manager goes to bat for the employees with administration, and life is good. If you want change, you basically have to teach yourself to be a good manager and take the job over.
Yes, especially your ETA. It does start from the top. My last job we did bdays, pot lucks, happy hours, helped each other out, but the manager was so inept and divisive it was a lost cause.
Nothing kills morale faster than charge nurses being used as hospital resource nurses and or HUCs/resource personnel being cut. Money is hard to change especially with unions. Management failing to address the above problem or other issues is also a killer
Specializes in Psych (25 years), Medical (15 years).
I think making more of a team - friendly environment is a start.
Being friendly, sociable, and even having a relationship outside of the workplace is okay, xoemmmylooux, but it carries a double sided blade.
Cliques develop and emotions have a tendency to trump logic.
I cannot stress this point too much: ALWAYS PUT PRINCIPLES BEFORE PERSONALITIES !
We are Nurses first and foremost. The Patient is our priority. We left our personal life outside of those unit doors. Our Best Friend who we rode with to work becomes a Peer- nothing more, nothing less.
I could relate numerous situations where putting a personality before a principle ended up in a fiasco, which sometimes involved Patients.
Being something of a recluse, I have very little contact with the People I work with. The People I work with know who are both my Co-Workers and Friends. They also KNOW that, no matter how fond I am of them, I am a Nurse first.
I work at the same Facility as my Wife. I adore her and love her to pieces. I hold her knowledge and abilities in the highest regard. And she knows, with very little leeway, that we are merely colleagues at work.
What's that old axiom? "Familiarity breeds contempt"?
Being friendly, sociable, and even having a relationship outside of the workplace is okay, xoemmmylooux, but it carries a double sided blade.
Cliques develop and emotions have a tendency to trump logic.
I cannot stress this point too much: ALWAYS PUT PRINCIPLES BEFORE PERSONALITIES !
We are Nurses first and foremost. The Patient is our priority. We left our personal life outside of those unit doors. Our Best Friend who we rode with to work becomes a Peer- nothing more, nothing less.
I could relate numerous situations where putting a personality before a principle ended up in a fiasco, which sometimes involved Patients.
Being something of a recluse, I have very little contact with the People I work with. The People I work with know who are both my Co-Workers and Friends. They also KNOW that, no matter how fond I am of them, I am a Nurse first.
I work at the same Facility as my Wife. I adore her and love her to pieces. I hold her knowledge and abilities in the highest regard. And she knows, with very little leeway, that we are merely colleagues at work.
What's that old axiom? "Familiarity breeds contempt"?
My hospital also has a high turnover, but that's because of administration. Most of us that come into work enjoy each others' companies and helping patients. People also leave here for higher pay, but in terms of work environment, I'd say our place is good. The one who does the hiring believes we are all replaceable and I believe she actually said it before to someone. They make it hard for you to take days off, and won't really help you find someone to come in for you even if you need to take the day off for something important, unless you have connections or talk to the right person. I don't believe it should be that way, having to "have connections" to be able to take a day off easier. If you make them mad, they'll mess with your schedule or your assignment and be passive aggressive. I only hear this but haven't personally experienced it because I've never called off. That hiring lady is also the one who approves our vacation days and schedules. She didn't approve a day off when I needed to go to a funeral for an family member, that's the only problem I had.
Our work environment is good though. If you need help, you can easily ask a coworker. They make overhead announcements for birthdays and print out the birthdays for every month. They do a celebration for everyone that leaves (excluding those fired). There have been tears shed sometimes when certain people left. There's celebration for baby showers too. Our supervisors will make it a point to celebrate these.
Like another poster said, trying to make a positive environment/give off a positive attitude helps. It motivates others to do the same.
I can tell this I have supervised up to 50 people at a time and it starts at the top of the chain. Your supervisor should take the lead in this and then it will trickle down the ranks. Work your way up to the top you sound like you would be a great leader! The number one problem in a unit is gossip, don't start it don't listen to it. I can tell you there is no time in my company for it, now go out there and "Git-R-Done".
imintrouble, BSN, RN
2,406 Posts
I have found, that if even one nurse acts like they like their job consistently, it elevates moral.
That's really all you can do.
Throwing money is always a close second.