Mitchell, Margaret, BSN, RN

Silva, Jaslyn, BSN, RN

English

Lehigh Valley Health Network: LVHN Scholarly Works

Lehigh Valley Health NetworkLVHN Scholarly WorksPatient Care Services / NursingImproving Nurse Perception of Recognition Onthe Spot.Margaret Mitchell BSN, RNLehigh Valley Health Network, Margaret.Mitchell@lvhn.orgJaslyn Silva BSN, RNLehigh Valley Health Network, Jaslyn.Silva@lvhn.orgFollow this and additional works at: https://scholarlyworks.lvhn.org/patient-care-services-nursingPart of the Nursing CommonsThis Poster is brought to you for free and open access by LVHN Scholarly Works. It has been accepted for inclusion in LVHN Scholarly Works by anauthorized administrator. For more information, please contact LibraryServices@lvhn.org.Published In/Presented AtMitchell, M. Silva, J. (2018, March 9). Improving Nurse Perception of Recognition On the Spot. Poster presented at: LVHN Vizient/AACN Nurse Residency Program Graduation, Lehigh Valley Health Network, Allentown, PA© 2014 Lehigh Valley Health NetworkLehigh Valley Health Network, Allentown, PennsylvaniaImproving Nurse Perception of Recognition On the Spot • Registered nurse (RN) retention is an ongoing concern due to enduring nursing shortages and high turnover rates (Hayes, L, et al., 2006)• While LVHN has ongoing hospital-wide nurse retention initiatives, the PICU and Pediatric Unit did not have organized nurse retention strategies• Focus group formed to understand unit-specific RN retention• Pre-Survey distributed to all PICU, Pediatric & Children’s Specialty Float Pool RNs o Pre-Survey questions addressed the following: Demographics, job priorities, opinions on work environment, intention to stay in current position• Implementation of individual “On-the-Spot” recognitiono 50 recognition cards distributed to each units’                        break rooms with instructions and supplieso Further education on card use through emails                                     and at monthly unit meetings• Post-Survey distributed to all PICU, Pediatric & Children’s Specialty Float Pool RNs regarding                          “On-the-Spot” recognition card program• Use of pre-survey results by PICU’s and Pediatric Unit’s committees in current and future initiatives • Sharing project results with network-wide retention committee• Continuation of the “On-the-Spot” recognition program by the Units’ reward and recognition committees• Nurse retention requires a constant focus, with the engagement of both staff and leadership, using a multi-modal approachMargaret Mitchell, BSN, RN and Jaslyn Silva, BSN, RN Background & PurposePICOMethods BarriersNext Steps & Lessons LearnedREFERENCESBuffington, A. (2012). Factors Affecting Nurse Retention at an Academic Magnet® Hospital. The Journal of Nursing Administration,42(5), 273-281.Hayes, L., et al. (2006). Nurse turnover: A literature review. International Journal of Nursing Studies , 43(2). 237-263.Hinson T., & Spatz, D. (2011) Improving nurse retention in a large tertiary acute-care hospital. Journal of Nursing Administration, 41(3), 103–108.Kelly, L., et al. (2015). Predictors of Compassion Fatigue and Compassion Satisfaction in Acute Care Nurses. Journal Of Nursing Scholarship, 47(6).Mitchell, M. (2017). Shout Out Card [Image]. Evidence• “At the nursing unit level, high turnover affects the morale of nurses and the productivity of those who remain to provide care.” (Hayes, L., et al, 2006, p. 237) • Recognition is important to promote nurse retention (Hinson, T., & Spatz, D., 2011)• Meaningful recognition may increase compassion satisfaction, positively impact retention, and elevate job satisfaction (Kelly, L., et al, 2015)• In a study of nurse retention at an academic Magnet® hospital, nurses reported receiving immediate praise and recognition from peers and management as a top intervention to improve praise and recognition (Buffington, A., et al, 2012)Results• Pre-Survey: 57% response rate (49 returned of 86 distributed)• Post-Survey: 38% response rate (33 returned of 87 distributed)– 33% (11 of 33) of respondents reported use of recognition cards– 8 RNs reported giving recognition cards to colleague(s)– 7 RNs reported receiving recognition card(s)• PICU, Pediatric and Children’s Specialty Float Pool RNs noted improved peer recognition for individual contributions• Number of cards utilized for recognition not tracked • Low pre-survey and post-survey response rates • Low RN colleague participation rates in “On-the-Spot” recognition card use and limited to no management use of recognition cards• Impact of multi-month vacant management positions (coverage by other units’ leadership) on RN perception of nursing leadership engagement in PICU & Children’s Specialty Float Pool• For registered nurses (RNs) working in the Pediatric Intensive Care Unit (PICU) and Pediatric Unit, does implementation of individual praise and recognition cards, by comparison to pre-implementation, improve nurses’ perception of the recognition of their individual efforts by nurse colleagues and management?Mitchell, M. (2017). Shout Out Card. [Image].

Improving Nurse Perception of Recognition On the Spot.

https://scholarlyworks.lvhn.org/cgi/viewcontent.cgi?article=1957&context=patient-care-services-nursing

Improving Nurse Perception of Recognition On the Spot.

Abstract

Similar works

Full text

Available Versions

Lehigh Valley Health Network: LVHN Scholarly Works