People become nurses to care for others, and yet they are often the least cared for employees within healthcare organizations.
They’re the ones caught between meeting a patient’s immediate needs while trying to keep things moving on the doctor’s schedule. Or trying to carve out time to answer patient questions while overwhelmed with the sheer volume of individuals in their care. Or wanting to share ideas or change the way things are done with senior leadership,
Healthcare providers and their leaders will soon pay the price if they continue to make their nurses feel excluded at work. Seasoned nurses: help your newer peers find ways to share their ideas. Don’t judge them. Unleash them by knowing what matters to them about what they believe can be improved. Continue to encourage idea sharing by creating the conditions for them to share more. Because the moment they feel unsafe to share, continuous improvement opportunities are missed, and retention risks begin to elevate.Nurses are natural collaborators.
When nurses feel their unique capabilities are being utilized beyond the bedside and points of view are welcome across this enterprise, this is when their individual contributions are most valued. Most leaders are not trained how to disrupt their comfort zones and to deal with difference, because most of them value their comfort zones of sameness—doing more of the same, while practicing incrementalism, at best.
Consider this: How can you proactively plan for more conversations that expand your perspective about who your nurses are?An expert in what they do and know, or someone who must conform to your ways of working and thinking?
Nurse Growth Strategy Healthcare Leadership Nurse Retention Nurse Collaboration Inclusive Leadership Nurse Empowerment Nurse Workplace Inclusion Healthcare Workforce Nurse Development
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