Motivating Teamwork

[hlgarrett77]

I work in a Level II emergency center that has a fairly brisk pace, but isn't insane all the time. I am trying to institute a more team oriented atmosphere with our nurses and techs. Many simply come in, do their job, and collect a paycheck. I really think that if we could make teamwork a central part of our practice we could make our department safer, improve patient outcomes, increase patient and staff satisfaction, and reduce staff turnover. The problem I'm facing is changing the way most of the staff work together and they are RESISTANT! Any ideas for me?

[Scooty Puff Jr]

Here's my .

1. Lead by example

2. Tell your ER staff not to be shy asking for assistance if it's hitting the fan, while it may be obvious to some to help out, others need motivation. People aren't mind readers (except for Ms. Cleo.)

3. I think we have all have our head bit off by the control freak RN, whom if you offer help takes it as a sign of their weakness. Maybe address those individuals on a independent basis about the good of the team, etc...

4. Make a plan of what is expected in regards to teamwork.

5. A few people are just lazy and their to earn a check, many of those types do not change. I have no answer for this.

Hope this wasn't too long winded or preachy, it is a work in progress in my department but getting better.

[luvRNs, BSN, MSN, RN]

Agree with the reply you got about leading by example. I would also question whether your perceptions of the lack of teamwork are jsut yours or are shared by others. I would suggest a survey to explore. Keep it short ( 10 questions or less). Use a likert scale ( scale of 1 to 5) instead of just yes/no responses. It will give you an idea of whether others feel the same and to what extent. Collect the survey in a "safe' manner, and do not require names. Leave room for comments if people are so inclined. People often provide feeback anonymously that they will not provide in a public venue in unhealthy work environments. :twocents:If you are not the manager, enlist her/his support.

When the survey is complete, SHARE the results with staff. Ask them what THEY think of the result, and of suggestions for next steps. Staff become more engaged when they OWN a process. Be prepared for nay-sayers. they will object to anything that threstens that status quo. Finally, be PERSISTENT. Sometimes change takes a while. I was instituting self-scheduling in one facility. We had weekly meetings on the topic . FINALLY after about the third or fourth meeting people from the 'silent majority' began to speak up and to advocate for the change. The nay-sayers quickly lost steam and had a choice; either engage in what was becoming a majority, or shut up

Good luck in your fight for better patient care !!