Reflective Journal - Week 13

This week we mostly talked about motivation.  Our lecture this week was on finding ways to motivate staff members.

Something I hadn't really considered before is that money is not the best motivator.  While it might be great for a short period of time, it's not very effective long term.  I mean, it makes sense when I think about it.  When you get a raise, it's great!  But pretty soon, you get used to your new paycheck.  Suddenly, you're back to where you were before.  The novelty of an extra $1 an hour has worn off.  You don't have "extra" money anymore. 

One thing that the lecture for this week mentioned is the idea of writing personalized thank you notes when staff members go above an beyond.  But the catch is that you write the thank you note to a family member of the staff.  Maybe the staff member's spouse, or one of their children.  The idea is that it really shows the staff member, and their family, that you care about them and the work that they do for your company.

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Our team activity for this week was a discussion post.

You are the nurse leader of your unit.  You and the other members of your team comprise the nursing leaders of the hospital.  You answer to the Nurse Administrator (CNO).

The morale in the organization is at an all time low.  Staff have left the organization, others are considering leaving.  Wages are not the issue.  Your salary package is the best in the region.

You are to come up with a 7 part program (things) to motivate the staff on your unit.  Explain why each idea was chosen and how it will be implemented.

These were my suggestions, as well as why I thought they should be implemented:

1.  Hospital Appreciation Week

• Implementing a hospital appreciation week is a great way to motivate the staff and get them excited to work for the hospital.  I know some hospitals will use this week to have fun games and activities, as well as giving things to the employees (portable chargers, water bottles/mugs, jackets, camp chairs, etc.).  I would choose a week that is significant to the hospital's history (probably the week it opened, or the week it made a large expansion or was recognized for something).

2.  Specific Department Appreciation Weeks

• For example, at the hospital I currently work at, they are celebrating perioperative team week.  The perioperative team got pizza (provided by the department head) once this week, as well as cookies.  They could also be given small gifts (chapsticks, pens, lapel pins, badge reels, etc.)

3.  Employee Satisfaction Surveys

• So, if you have the best salary package, you have to ask yourself what it is about your organization that your employees don't like.  And who better to ask than the employees themselves?  If you offer employee satisfaction surveys and offer employees a place to make suggestions for change, you'll motivate them to stay by giving them hope that you actually care and want to change the situation.  You could implement this either in paper or electronic form, depending on which you think will get better participation.

4.  Benefits for "legacy" or long term employees

• Employees who have been with the company for the longest amount of time get first pick for holidays off, call days, desired shifts, etc.

5.  Holiday Bonuses

• This could either be a monetary bonus, or a bonus in some other way.  For example, the hospital I work at now buys a Sweetheart Turkey (one of the expensive, boneless, $50+ turkeys) for every employee and volunteer at the holidays.  They pick them up the week of Thanksgiving.

6.  Offer opportunities for advancement

• Maybe employees are unmotivated and looking to leave the organization because they see it as a dead-end.  Offer ways for them to advance, especially in leadership positions.  Also offer educational support (i.e. paying partial tuition for full time employees), on the job training, and continuing education opportunities through your organization.

7.  Create a safe, positive environment

• Maybe there are certain employees (doctors, charge nurses, etc.) that are really making it a negative experience for the staff, but the staff feel like they can't say anything because that's "just the way it is."  Encourage the staff to speak up about these kinds of people and experiences that they have with them.  A big part of this will include making time to build a relationship with your team members.  Find ways to make work fun and enjoyable (but while still maintaining a professional environment).

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This week was really interesting to think about.  I had really never considered the fact that money wouldn't be a good long-term incentive to continue working for a company.  As I mentioned, it makes total sense when I really think about it, but it wasn't something I considered before this week.

Another thing I hadn't thought about much before this week was the fact that companies should be be motivating their employees to continue to work for them?  The place where I currently work is actually only my second job ever, and my first job wasn't super great with employee appreciation.  They had a very high turnover rate, and were always short staffed because they just couldn't hold onto employees.  But I love my job now.  I hadn't quite put together that it's partially because I truly feel appreciated and like my employer cares about me.  I love the hospital I work for, and I am so grateful to have found a place where I feel appreciated and where I feel like I belong.  I'm not just another face.  I'm a person, and that's important to me.