Retention/Morale

In addition to the above, you might want to round on your staff often (all of them, even the ones with whom you do not think you have anything in common) and make the other managers/supervisors do the same. It is similar to rounding on patients and families. Talk to your staff outside of disciplines, evaluations, and outside of a crisis. See how he/she is doing in his/her careers, lives, and/or whatever is important to him/her. This should increase morale, assist you with growing staff that have such ambitions (or influence those who had not thought of it), as well as increase retention rate. By the way, many people will choose to remain at a job because he/she likes his/her manager or management team. So, be that manager the other nurses don't want to leave despite what they perceive as negatives. Good luck! :)

I have never worked in LTC but if its one thing I have learned in management is people are people. There are 3 things that influence engagement which is the core issue when most people talk about "morale" or satisfaction. Engagement is competence, relational and autonomy. Not necessarily in that order and not necessarily the same for all. Some have a stronger need for autonomy while others are more motivated by relationships with their colleagues. The important piece is that you make an effort to understand what drives individuals and to have an even balance of all 3. Cake and Pizza parties drive me nuts. We see this all of the time... really... you think a pizza party is going to have a lasting impact? I think its great for celebrations of achievements but its not going to fix your problem or motivate anyone. I agree with the above poster who mentioned a survey. Also having meaningful conversations with your direct reports. It doesn't take long to figure them out. Hope this helps.