Description of Project: A unit-level, nurse-led Healthy Work Environment committee developed and implemented a HWE Immersion Program in a fast-paced ambulatory oncology infusion center. The month-long focus, promotion and education for each of the selected principles were prioritized based on the AACN HWE Assessment Tool pre-data outcomes. Meaningful Recognition was identified as the greatest area for growth, and Skilled Communication was included in the immersion as the foundation of a healthy work environment.
Based on the results-proven Beads for Deeds program, a public recognition reward system was initiated (Kunkle, 2005). Standardized recognition cards were posted in a highly trafficked work space. Submission required that the recognizing nurse or nurse leader identify the specific success scenario, the nurse recognized, and the HWE principle(s) demonstrated. Color-coded plastic beads were rewarded for each instance to the recognized nurses, who wore the beads on a ring that hung from their name badge. Beads could also be earned by presenting HWE literature to peers through mini in-services. An upgrade program allowed for staff to achieve silver and gold bead status after a defined level of recognition. Weekly success celebrations and raffles were held at the public recognition space.
The True Colors Personality Assessment was utilized to encourage skilled communication by helping staff to better understand themselves and their teammates. This assessment defined each staff nurse as one of the four personality types, of which the corresponding color was worn as a bead on the name badge ring. Poster in-services and group
discussions were used to educate staff on the influence of individual traits on communication style and workplace behaviors.
Outcome: A follow-up AACN HWE Assessment was conducted and revealed growth in unit-level meaningful recognition between nurses and nurse leaders. Significant improvements were identified in staff reporting of feeling valued in the workplace. There was also a reported increase in frequency of recognition and increase in positive relationships between nurses and nurse leaders. Staff morale improved, nurses were driven to demonstrate the principles of a HWE, and encouraged others when they did the same. Frequent and meaningful recognition became a normal practice for unit staff and leadership. The nurses expressed a great interest in learning about the personality types of themselves and their teammates. Promoting these traits on the name badge ring helped nurses identify these differences with conflicts arose in addition to promoting the recognition reward system and HWE principles.
Implications for Global Health Nursing: Nursing communities can benefit from a standardized, public program for staff recognition and a greater awareness of individual differences in communication styles and associated workplace behaviors.