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specific performance improvement processes

Align behaviors with goals and values

Set behavioral standards for all employees that are aligned with the organization’s values, mission, and standards. Celebrate the initiative of using the standards and have everyone sign a commitment. As a leader, role model the standards and use them in everyday conversation with your staff. Refer to standards when you’re developing or counseling staff.

Communicate on all levels

To serve our patient population as an interdisciplinary team, we need to communicate as an interdisciplinary team. Incorporate support services, physician staff, and senior leadership into daily rounding on all units. Each week, have a member of a different department or service round with you and your staff on the unit or in your department; this will assist in fostering trust and opening the lines of communication. Invite senior leaders to your staff meetings so your staff can see the collaborative relationship that exists among senior leaders and frontline leaders.

If you are battling high turnover and vacancy rates, invite your recruitment and retention department to your unit or department to explain retention and recruitment efforts; this may stimulate your staff to refer a friend.

Recognize and reward success

Too often we save recognition until Nurses Week, which may be too late to retain staff. Ongoing rewards and recognition go a long way to motivating staff and enhancing innovation and creativity. Offering words of praise and encouragement and taking the time to meet with your staff 1:1 say you are interested in them. Set goals and objectives for your staff and as they meet them reward them with a paid day off for relaxation, an all-expense-paid conference, a thank you note, or a small token of appreciation.