I was recently asked to participate in the confidential annual employee survey at the hospital I work. The “kick-off” campaign focused on the importance of employee feedback and suggestions for improvement. However, the actual survey sent a different message and left me hanging on the idea that my feedback mattered.
I recently participated in an employee viewpoint survey at my place of employment, which is a hospital setting. Administration “motivated” employees to complete the confidential survey with phrases like, “tell us what we can do to make things better” and “what you say is important”. I was sold and get this... I actually spent time thinking about the feedback I would give. The survey was a typical “rate on a scale of” deal and at the end, space was given to type in suggestions for improvement. I quickly realized the space had a ridiculously low character limit and I was barely able to fit in one short 6-word sentence.
The Survey That Left Me Hanging
Administration had my buy-in before I started the survey but left me hanging on the idea that my feedback mattered. If felt like winning free tickets to a blockbuster movie advertised during the Super Bowl and the movie was never actually released. Now, I have been a nurse for many years and understand large pay raises and more vacation pay are not survey opinions likely to be adopted by administration. However, reading back through my planned suggestions, I realized it was “easy to implement” things administration could do to show I am a valued employee.
Quote
Faultfinding Without Suggestions For Improvement is a Waste of Time - Ralph C. Smedley
I have a hunch that there are others with small ideas that have the potential for a big job satisfaction impact. Therefore, I am going to use this platform to share what I wrote down but could not communicate within the 6-word limit.
Implement a “Loop Back Around”
I look forward to our bi-annual “Town Hall Meetings” with members of administration meeting with each department to provide an update on quality improvement, customer service and growth outcomes. During the meeting, a member of administrator usually takes “notes” on suggestions, feedback and concerns shared by staff and issues a robust “thanks for sharing this information, I will definitely get back with you all”. To be honest, the promise of looping back around seems empty as no one from administration is likely to follow-up. Any small amount of “loop back around” would make staff feel more valued. The follow-up could be as simple as an e-mail communication, newsletter or face-to-face visit. In fact, the follow up could be framed by administration as “we listened to you and here are a few exciting changes based on your feedback”.
Education is Valued
Thank you for arranging for vendors to provide in-services for staff on new products. To maximize training, I suggest product educators plan a time that falls outside of shift “high activity times”, such as medication passes. Also, an email or other forms of communication to let nurses know the topic of upcoming in-services and times would be helpful and appreciated for planning purposes.
Provide a “Heads Up” on Time Card or Paycheck Changes
Recently, I received a paycheck that did not include the paid time off (PTO) amount I was expecting. Having less on my paycheck than I expected was a blow, but I think I was most hurt by my director not calling to tell me my time card had been adjusted. I truly felt like “just another warm body” that was not valued. Giving staff “heads up” of time card or payroll changes, as well as the rationale behind the changes, will convey the message staff are a valuable part of the team.
Maintain the Supplies and Equipment We Need
I appreciate the high-quality equipment and supplies we have access to when providing patient care. However, over the past 6 months, our department has experienced a shortage of working equipment and patient care supplies. For example:
Only 3 of 5 wheeled computer stations functioning after multiple work orders submitted
Frequently out of linens (especially wash clothes and towels) and not receiving enough stock to last until next restock.
Wound nurses ordering wound care, but supplies not maintained in department inventory.
Wound care supplies not available outside work hours of wound nurse for dressing changes.
Glucagon not maintained in department stock and nurses must wait on pharmacy to send with critically low blood glucose levels.
Having needed supplies in stock will help decrease the amount of time spent “hunting down” what is needed.
Last But Certainly Not Least, “Thank You”
I also want to take this opportunity to say “thank you” for the recent change in our night shift staffing grid to allow for an additional patient care technician. Our patient wait times have been significantly reduced and our ability to provide good customer service has also improved.
What is Your Experience?
Do you feel like your voice is heard where you work? What are small changes could your manager(s) make to send the message “you are valued here”? It would be great to read responses from nurses working both within and outside the hospital setting.
brandy1017, ASN, RN
2,910 Posts
It's not really anonymous, but you are pressured to respond to the survey. Obviously they only want to hear a positive spin, not the truth.