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According to those involved it didn't start off great due to a lack of education on what the peer to peer actually was. That, and they didn't give it enough time to work out the kinks since they stopped it after new management came.

According to those involved it didnt start off great due to a lack of education on what the peer to peer actually was. That, and they didnt give it enough time to work out the kinks since they stopped it after new management came.

Thank you soooo much for your thoughtful response. Truly. The peer to peer thing has always seemed impossible/difficult to get right but I am trying to think positive and trust management has their best intentions. I do agree that having the complaints made anonymously opens up the door to a ton of potential problems. But in our unit we have a culture that won't provide constructive criticism and instead lets the issue simmer and bad mouths each other to other nurses and even doctors. This might be why management suggested it be anonymous. And the only reason why praising was introduced into the mix was because they were worried it would be too much negative. Plus, if someone sees that you got a letter from the committee then they would know it was negative. So if praising is allowed then it would (hopefully) prevent the negative connotation with receiving a letter. this is a great point and an unintended consequence of this program. but you are 100% right. how can it truly be "peer to peer" when the other has "power" and know of all your wrong doings? I truly don't know how management would handle this. But I would assume the union would not allow a nurse to be punished based on anonymous complaints. The answer is yes, I am still working at the facility with the bullying issue. I will say, a few of the main "bullies" have left and the problem is slightly better. I would like to say they left partly due to clashing with the new management. But who knows. Over all I think I am very naive and lost in regards on how to change the culture and morale in the unit. I came from an ER at a large teaching hospital where the atmosphere was wonderful to work in and miss it. Now working in my first ICU I'm stunned by the stark difference. Really hoping this is not just an ICU thing. Thanks again! And thanks for the recommendations!

.....and a light bulb just went off. Slow to turn on, but it's on now. Thanks!

Looking for some input I currently work in the ICU. We are under new management and management wants to start implementing a "Peer to Peer" review/feedback process. Management implemented their version of "Peer to Peer" on a med-surg unit, and now that she is in charge of the ICU, she wants to implement it here. Only thing is... it didn't work and quickly stopped once she left. I offered to take charge of implementing the review/feedback process but am a little stuck on what to do/change given that neither me or my co-workers have worked in a hospital that did such a thing. My hopes is that I could explain the process we had in mind and get some feedback from some creative people or people who have seen something like this implemented in their hospital. Here it goes: There would be a committee of four nurses, made up of day shift and night shift. No charge nurses. There would be a locked box that nurses could submit anonymous positive comments regarding a nurse's performance, patient safety concerns directly related to a nurse's care, or any other issues. The issues will be collected once a month and evaluated by the committee. The committee would then draft a letter to the people who received complaints/positive comments. For the complaints/issues the letter would explain the issue and how to correct it. In addition to drafting the letters, the committee will make a list of all of the complaints received that month with no names and provide them to the manager. This will allow the manager to get a general idea of what is going on in the unit so they stay informed. These complaints/issues only go to the committee and the committee CANNOT discipline any employee as it is exclusively comprised of staff members. IF a person receives the same complaint twice then the issue gets brought to management. The idea of the "Peer to Peer" is to provide an opportunity to bring issues to employees and allow the employee to self-correct undesirable behaviors before any formal disciplinary processes ensue. According to management: "It is the objective of the Peer 2 Peer committee to enhance and encourage pride, accountability, and self-discipline among all of the team members. The Peer 2 Peer Committee was created to cultivate a workplace that has a commitment to excellence, a focus on customer service, and to bring to light how each person's actions impact the patient and co-workers. It is the goal that each team member will take a look at themselves and evaluate the concerns of the team and self-correct their behavior without the use of the disciplinary process. We must remember that we are here for the betterment of the patient and the patient's experience. While we are providing excellent patient care, we must not forget how our behaviors impact the patient, visitors, the nursing unit, and the hospital as a whole." And that is it... I am nervous how this will impact the unit's culture and morale in the short term. But I do believe this could bring positive change in the long term (if used correctly). Any idea on things to change/add? If you have been apart of something like this: How did it work? Was the process different? If so, how? I appreciate all feedback. I like the idea but I think there might be a better way of going about this... just now sure what that better way is. Thanks!

Hello! I currently work at a facility that has high levels of workplace bullying and/or incivility. This is a topic I feel passionately about and want to work on to change the current culture within the unit and hospital. "Speaking up" to the bully or management is something that either hasn't worked or people don't feel comfortable doing for fear of retaliation. What actions or programs have you seen used? Do they work? Do you have an idea on how to better this problem but haven't seen it implemented? Looking for any and all ideas on this topic! Thanks in advance!