Method: Making purposeful, authentic efforts to create this culture demonstrates a brand of leadership that empowers the team. The efforts & accomplishments of staff should be publically recognized, while improvement opportunities can be discussed as lessons learned to increase awareness and communicate expectations. The challenges inherent in maintaining an engaged staff can be offset by a genuine leadership style that uses reciprocal communication rather than authoritative instructions. Unit leaders should not view themselves as the sole influencer; rather, a team is most successful when the members of that team encourage their peers to grow by setting an example to follow, particularly for those new to the floor or to the nursing role. Efforts should be made to grow and retain top contributors on the floor who are well-liked by their peers. Effective leaders recognize that their team consists of unique individuals, each with different motivators and strengths. Making efforts to build relationships with staff, including regular 1-on-1s and team outings, will allow leaders to personalize direction individually. Getting to know the person, and not just the employee, will naturally cause a selfless leader to have that person’s best interest at heart, including a healthy work-life balance. Setting expectations for communication plays an important role; staff are directed to ‘close the loop’, or respond to requests for assistance by their peers, and follow through these commitments. Additionally, communication is expected to be positive or purposeful; pessimistic, detractive, or otherwise unnecessary negative communication is immediately corrected
Discussion: After inititating these practices, a series of events occur. Employee engagement scores increase by 15 percent, reduction in turnover, clinical ladder advancement occurs, and National Certification accomplishment expands for team members.
Evaluation: Application and execution of this project produces a workplace culture wherein staff feel supported by their peers, and they will in turn feel obliged to reciprocate. This ongoing project continues with newly hired staff. Collaboration will continue to be persistent with nursing leadership and review of outcomes obtained.