2.50
Hdl Handle:
http://hdl.handle.net/10755/182582
Category:
Abstract
Type:
Presentation
Title:
An Iterative Approach to Effective Staff Engagement
Author(s):
Ruder, Chris; Peterman, Tammy
Author Details:
Chris Ruder, RN, BSN, MS, University of Kansas Hospital, Kansas City, Kansas, USA, email: cruder@kumc.edu; Tammy Peterman
Abstract:
Podium Presentation: BRIEF DESCRIPTION: Facilitating the total engagement of the staff RN requires effective systems and processes, the establishment of a healthy organizational culture and many cycles of improvement. This presentation will provide an overview of one hospital's approach to establishing the culture and supporting structures to enable full staff engagement. ABSTRACT: Facilitating the total engagement of the staff RN is not merely the byproduct of a decision to become an empowering, decentralized organization. Systems and processes to support the desired organization must be built. An organizational culture in which it is safe for the RN to risk becoming engaged must be established and reinforced. And cycles and cycles of maturation, implementation and improvement must take place for true engagement to be fully deployed to the front lines and hardwired into the organization. This presentation will provide an overview of one hospital's journey from a hierarchical, unfocused organization to one in which nursing staff understand the critical factors leading to hospital success and are engaged in planning, decision making and idea implementation to support that success. A road map, detailing key milestones in this journey, will be provided along with lessons learned along the way. And the iterative approach in which generations of systems and processes were built one upon the other will be highlighted. Factors enabling the transition will also be described. One of the most important factors was the establishment of a councilor structure for involving staff in the informed decision making of the organization. A few generations later and when the organization was emotionally ready, this transitioned from management led model to staff RN led model. Another critical component of the journey was the availability of key measurements for use in identifying opportunities for improvement and measuring progress. This includes such metrics as those used in the NDNQI database. Staff recruitment and retention strategies were necessary to establish a workforce capable of successful engagement. And, finally, reward and recognition approaches linked to staff engagement needed to be established to maintain momentum at critical growth points in the transformation process. Ultimately, it is the results which indicate the success of the process. Key metrics confirming the effectiveness of this approach will be shared. These include falls, hospital-acquired pressure ulcers, staff satisfaction ratings, turnover, and patient satisfaction. Finally, the presentation will provide an overview of how this approach can be applied to organizations at any stage of their journey to staff engagement.
Repository Posting Date:
28-Oct-2011
Date of Publication:
28-Oct-2011
Conference Date:
2008
Conference Name:
ANCC National Magnet Conference
Conference Host:
American Nurses Credentialing Center
Conference Location:
Salt Lake City, Utah, USA
Description:
The 12th American Nurses Credentialing Center (ANCC) National Magnet Conference, held 15-17 October, 2008 in Salt Lake City, Utah, USA.
Note:
This is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.

Full metadata record

DC FieldValue Language
dc.type.categoryAbstracten_US
dc.typePresentationen_GB
dc.titleAn Iterative Approach to Effective Staff Engagementen_GB
dc.contributor.authorRuder, Chrisen_US
dc.contributor.authorPeterman, Tammyen_US
dc.author.detailsChris Ruder, RN, BSN, MS, University of Kansas Hospital, Kansas City, Kansas, USA, email: cruder@kumc.edu; Tammy Petermanen_US
dc.identifier.urihttp://hdl.handle.net/10755/182582-
dc.description.abstractPodium Presentation: BRIEF DESCRIPTION: Facilitating the total engagement of the staff RN requires effective systems and processes, the establishment of a healthy organizational culture and many cycles of improvement. This presentation will provide an overview of one hospital's approach to establishing the culture and supporting structures to enable full staff engagement. ABSTRACT: Facilitating the total engagement of the staff RN is not merely the byproduct of a decision to become an empowering, decentralized organization. Systems and processes to support the desired organization must be built. An organizational culture in which it is safe for the RN to risk becoming engaged must be established and reinforced. And cycles and cycles of maturation, implementation and improvement must take place for true engagement to be fully deployed to the front lines and hardwired into the organization. This presentation will provide an overview of one hospital's journey from a hierarchical, unfocused organization to one in which nursing staff understand the critical factors leading to hospital success and are engaged in planning, decision making and idea implementation to support that success. A road map, detailing key milestones in this journey, will be provided along with lessons learned along the way. And the iterative approach in which generations of systems and processes were built one upon the other will be highlighted. Factors enabling the transition will also be described. One of the most important factors was the establishment of a councilor structure for involving staff in the informed decision making of the organization. A few generations later and when the organization was emotionally ready, this transitioned from management led model to staff RN led model. Another critical component of the journey was the availability of key measurements for use in identifying opportunities for improvement and measuring progress. This includes such metrics as those used in the NDNQI database. Staff recruitment and retention strategies were necessary to establish a workforce capable of successful engagement. And, finally, reward and recognition approaches linked to staff engagement needed to be established to maintain momentum at critical growth points in the transformation process. Ultimately, it is the results which indicate the success of the process. Key metrics confirming the effectiveness of this approach will be shared. These include falls, hospital-acquired pressure ulcers, staff satisfaction ratings, turnover, and patient satisfaction. Finally, the presentation will provide an overview of how this approach can be applied to organizations at any stage of their journey to staff engagement.en_GB
dc.date.available2011-10-28T15:30:40Z-
dc.date.issued2011-10-28en_GB
dc.date.accessioned2011-10-28T15:30:40Z-
dc.conference.date2008en_US
dc.conference.nameANCC National Magnet Conferenceen_US
dc.conference.hostAmerican Nurses Credentialing Centeren_US
dc.conference.locationSalt Lake City, Utah, USAen_US
dc.descriptionThe 12th American Nurses Credentialing Center (ANCC) National Magnet Conference, held 15-17 October, 2008 in Salt Lake City, Utah, USA.en_US
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.-
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