Employee rounding is a powerful tool to form and maintain relationships in the workplace between leaders and their frontline staff. Progressive, participatory leaders began rounding or “checking in” with their employees long before the relationship between patient satisfaction and employee satisfaction was validated by data and research.
As new hospitals launch the Nobl Rounding platform we often encounter questions about the role of charge nurses in hourly patient rounding as well as leader rounding on patients. Here are some different ways to utilize charge nurses, depending on the role they fill within your organization.
It’s a new year and the perfect time to start implementing new tactics to increase employee satisfaction and retention. Vicki Hess, author and Top 5 Healthcare Speaker, shares 18 simple things to do to improve employee engagement in your organization:
This past month, I conducted onsite mock appraiser visits with four re-designating ANCC Magnet Program™ hospitals. These facilities are among the best in the nation, and I was overcome by the excellent outcomes and innovations in care that were evident. I was also amazed at the extra work expected from unit-level nursing managers in these outstanding facilities.
Nobl combines evidence-based practices with intuitive technology to help hospitals document and ultimately hardwire their rounding processes. But, no software, even with great prompts and customizable screens, will make a difference if we are doing the wrong things, or we are doing the right “things” with the wrong intent.
Attending the AONE annual meeting has become a tradition for me since 2007. The opportunity to network with other nursing leaders and colleagues and to attend presentations by nationally and internationally known speakers makes this one a priority for many. Having worked as a conference planner in my early days as a CNS, I respect the work it takes to orchestrate one of these events and create the seamless experience for the attendees.
As a new generation of nurses join the healthcare industry, we see that over a quarter (28.9%) of new nurses will leave their position within a year. According to the National Healthcare Retention and RN Staffing Report, 17.2% is the national average nurse turnover rate.
A few months ago I wrote a blog post regarding the changing tides of healthcare, and the effect that those changes were having on our country’s nurses. Higher patient acuity, electronic health records (EHR), and budget cuts are all contributing to increased burnout amongst nurses, increased turnover, and less time nurses are able to spend actually caring for patients.
