How Nursing Leadership and Management Can Improve Staff Engagement

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The following course content

Staff who do not feel part of an organization are more likely to leave in search for one that makes them feel valuable. Employee engagement is one tool; however, organization engagement is necessary. This course for nursing leadership and management will outline ways that they can improve their staff engagement in a healthcare facility.  

Introduction

When you think of the word ‘engagement,’ it may bring thoughts of a bond you have between others. This bond could be described as trusting, respectful, caring, or enthusiastic. A bond is created by mutual work within a relationship and is not easily broken, but sustained through both good and bad experiences.  

For a healthcare facility to thrive, there must be quality engagement from nursing leadership and management. 

Case Study on Nursing Leadership and Management

Judy is a night shift RN in a community hospital. She has worked there just over two years, and is in process of learning to triage patients and becoming a preceptor for newer nurses; she is a valuable night shift asset.  

Judy has just finished a stretch of four 12-hour nights, and it’s time to give a shift report; however, no relief nurse has arrived. At this point, Judy has been waiting for 30 minutes. She finally spoke to the long-time day shift charge nurse, John, and asked where her relief nurse was. He replied, “Oh, I thought you were days.” Judy has always been on the night shift. After this interaction, Judy felt that no one at her workplace knew who she was, despite being a staff member for over two years; she is now beginning to look for jobs elsewhere.

Did John, the nurse leader, and/or organization fail to be engaged with Judy?

After reading Judy’s experience, you or a colleague you know might have shared a similar interaction within your facility and now, you might be wondering: 

What change is required if I want to be part of an engaged organization? What does an engaged employee look like?  

Do You Feel Engaged? 

When I worked as a Critical Care Transport Nurse, I was happy to come in on my day off to do a transport. I did not do the job for the money. I had the ‘look’ of being engaged and happy… but was I? 

Engaged employees are happy at work, problem solvers, not just there for the monetary compensation, and are genuinely concerned for the welfare of their patients, families, and coworkers. 

Utilizing Engagement through Nursing Leadership and Management 

There are many essential functions of nursing leadership and management where engagement plays a central role. These include: 

Hiring

In the hiring process, care must be taken to ensure the employment “perks” are a reality. Childcare, time off, and scheduling are all on the top of the list. If there is a disconnect, trust will be at risk. 

Pay Equity

As we all have experience, staff members do compare pay rates. An example of engagement could be having the same pay for the same years of service, certifications, etc. This ensures transparency.  

Scheduling

Staff scheduling can be disastrous, and if not utilized ethically, self-scheduling can potentially favor certain individuals. In an engaged organization, the staff has a major say in their schedule, cognizant of the needs of the unit as well as its’ members. 

Time Keeping (i.e. Kronos)

Payroll mistakes can be a cause of staff complaints. Ensuring that everyone’s time is inputted accurately and that mistakes are addressed and corrected with payroll logbooks will engage staff members.  

Patient Satisfaction Surveys

Surveys that report items continually beyond a nurse, unit, or organization control are disheartening. Staff members work hard to ensure patients are treated fairly, compassionately, and with dignity. Patient satisfaction should celebrate that level of service, rewarding those that engage with others throughout the care process. The organization should consider how to inform the public in a variety of media changes to policy or procedures that affect the public. 

Budgeting

Staff members should be aware of the supply and staffing costs as well as capital budgets versus working annual budgets. If they feel involved in the organizational budgeting, the more engaged they will be. The majority of Product Review Committee members should be end-users.

Patient Care Coordination

This cannot happen from within an office. Managing by ‘walking around’ will allow the unit manager to engage staff as they work. If a staff member is making a bed, go to the other side and make the bed with them; take that time to ask how they are managing their tasks, their work/home life balance, etc. It matters.  

Standards Compliance

This is always the responsibility of all staff; it should not just be an annual management exercise. Engaged staff members should be aware of standards, how to incorporate them into their daily care and solve barriers to excellence. 

Incorporating Engagement of Night Shift and Weekend Staff 

Shift-to-shift report attendance is a chance to provide coaching. Asking discerning questions about care issues allows staff to reflect, problem solve, and then take ownership of the situation. This will not only help with patient care coordination but also with staff engagement. 

Weekend attendance may not be expected but is unbelievably valuable in nursing leadership and management. 

If you are a part of nursing leadership and management, your attendance not only shows your staff members that you care enough to be there, but it also allows them an opportunity to voice any concerns they have and a chance to get to know you. 

Preceptor substitution presents an opportunity for you to engage with new staff, allow them to see your style of nursing leadership and management, and keep your clinical skills sharp.  

Peer-to-Peer Engagement 

“Getting to know you” opportunities are needed to humanize the workplace. Mingling, get togethers, and fun activities allow staff members to open up and express themselves on or off-campus. As a part of nursing leadership and management, it is important that you ensure activities are scheduled and that they include as many staff members as possible.    

Unit committee appointments present opportunities for staff members to brainstorm ideas for needed change with those in other units; when scheduling these meetings, ensure that the time is convenient for night shifters to participate as well.  

Case Study on Nursing Leadership and Management (cont.)

Donna works with Judy (from Case Study above) in the ER.  

Donna has been there for three years after working at an affiliate hospital for 6 years. When she joined her current hospital, there was a push for more BSN-prepared nurses as part of Magnet status; she agreed to join the hospital-sponsored RN to BSN transition class. This class required Donna to be off every Wednesday night. To accommodate this, the nursing leadership and management at the facility scheduled her to work weekends, and a pattern of working one night on, one night off developed.  

After 18 months, Donna graduated with honors; however, her schedule remained the same despite no longer needing Wednesday night off.  After numerous requests to the scheduler to correct this, Donna seemed to be ignored. She took her scheduling concern to the CNO. 

Ways to Improve Morale through Engagement 

If you have a position in nursing leadership and management, there are many ways that you can work to improve moral and staff engagement. Here are just a few examples: 

Providing a home-cooked meal or baked goods

In my years of experience, I have found that baking cookies for my staff members is an easy way to thank them for their hard work and dedication. It is an easy way to show them that I care.  

Incorporating fun staff challenges

Whether it’s a “Guess Your Coworker’s Pet” or something you create on the spot, staff challenges are a fantastic way to de-stress and offers a chance for everyone to get to know each other better; don’t forget to incorporate prizes!  

Greeting and genuinely thanking staff

This should be something you try to implement into your daily workday. A smile, wave, or a simple, “Hi *name*, how are you doing today?” can go a long way; make your staff feel human, and appreciated. 

Offering clinical ladders

Employees want room for growth, and as a part of nursing leadership and management, you have the power (or at least a little say) to make this happen. 

Performing small acts of kindness

These do not always have to be work-related. When I was a part of nursing leadership and management, I would come in early on days that it had snowed through the night, and I would clear the snow off of my night shift nurses’ cars. Simple acts of kindness show that you care about your staff on a personal level, and they should never be done solely for recognition or your reputation.  

Summary of Nursing Leadership and Management

As a part of nursing leadership and management, you must take the reins and ensure that there is engagement among you and your staff members throughout the day. It will increase morale, which in turn, improves the quality of patient care given as well as patient outcomes.  

Improving employee engagement cannot happen with just a survey. An engaged organization will actively reward those that embody the institution’s values as well as engage all staff towards that goal. 

Do you want to work where trust, care, and enthusiasm go into every decision?  

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