two point hospital increase staff morale

Two point hospital increase staff morale trial#

Make the employees feel respected and appreciated as individuals (versus as generic worker bees).Appreciate their feedback, consider it/act on it, let them know what you did with it.

Ask THEM what challenges they are facing, and how things could be improved.

Two-way communication - their opinion needs to matter and they need to believe that it matters.

Keep employees in the loop, don't drop changes on them at the last minute.

Open and regular communication about issues that are important to the team.

Address issues before they become big problems that are toxic to the unit. Staff can't feel accomplished if they don't know what the goal is). Supportive managers/team leaders who act with integrity, fairness, and consistency.If you aren't actively working to improve morale, then you are allowing negative morale. Management is the #1 determinant of morale. Many nurse managers would benefit from actual training on leadership styles, communication, and emotional intelligence.

Yes, good compensation and benefits - crappy health insurance sucks.Held in serious regard by senior leadership. Feeling valued equally with other roles (like physicians). Being included on important and current information about the organization and what it is doing. A focus on serving the actual needs of the patient (not the 'hotel' needs).Feeling a part of something bigger than themselves (and their role). Shared positive vision for where the organization is headed.â€‹Confidence in the capability of the organization's leadership.Organization-level promoters of good morale: However, the results suggest the need to target this type of intervention to managers who have the personal resources to engage in self-evaluation and personal development and thus to participate in the consultative process.A quick Google search re: improving employee morale provided me with some other thoughts: The findings of this study suggest that process consultation can alter the staff's perceptions of the characteristics of the work setting, can reverse negative attitudes (alienation), and can create a more positive and supportive working environment (improved working relationship). The 'low-dose' experimental subjects were more like the control subjects, with the exception of absenteeism, for which they had higher rates. Subjects whose nurse managers participated more actively in the consultation process accounted for the changes in working relationships and perceived organizational changes. However, a subanalysis of the units by 'dose' of the intervention identified those who benefited from the effects of the consultation. There was no statistically significant difference in absenteeism. These organizational changes were accompanied by improved working relationships and less alienation from work. The consultation process facilitated a perceived change in the organizational context of the experimental hospital units with less centralization of authority and more clarity about expectation. Experimental subjects reported a statistically significant improvement in the characteristics of their work setting and in the quality of working relationships. A ratio of absence hours to total paid hours of work was used to compare experimental and control units' absenteeism rates. Assessment of quality of care was determined by the frequency and type of incident reports and by patients' perception of their satisfaction. Demographic data and information regarding family life responsibilities were collected as well. Morale was determined through measures of perceptions of the work environment, an attitude scale concerning work (alienation), a personality measure (hardiness), and one of each scale for work satisfaction and for sources of satisfaction and dissatisfaction. The nurse managers from the seven experimental units were paired with outside nurse consultants from the McMaster University School of Nursing (Hamilton, Ontario, Canada) in a cooperative form of retraining in problem-solving through process consultation. Thirteen consenting clinical inpatient units were stratified for four variables known to affect outcome and were then randomly assigned to treatment and control conditions.

Two point hospital increase staff morale trial#

The purpose of this randomized controlled trial was to test the efficacy and effectiveness of process consultation consisting of a series of nurse manager-consultant problem-solving meetings for leadership development that would lead to their staff's improved morale, quality of care, and reduced absenteeism.