By Rose O. Sherman, EdD, RN, NEA-BC, FAAN
Recruitment and retention are challenging today. Even excellent leaders have surging turnover rates and spend more time on recruitment. Yet, the leader’s role does not end with recruitment. Staff retention begins with a good onboarding experience. We know from research that new staff decides whether or not to stay with an organization within their first 90 days. Unfortunately, onboarding has suffered from staff turnover and team turbulence. A manager told me that one of her experienced nurses said, “I am no longer investing in new staff – it is too painful to get to know someone, orient them, and then have them leave.”
I was reminded of this as I read a LinkedIn post from Brenna Page, who eloquently reminds us of what happens when we don’t build community and warmly welcome new team members.
When you’re the new face in the OR by Brenna Page
Think back to the last time you started out at a new place. If it was recently, you probably didn’t get much of an orientation. You probably got a quick tour and then were asked to relieve for breaks & lunches. I wouldn’t be surprised if by day 2, you were on your own, feeling completely discombobulated and out of place. If this sounds familiar, you’re not alone. I was recently in this position too.
I didn’t receive the best welcome. Hardly anyone introduced themselves, no one offered to help me out and I received several rude remarks when I would ask a question. I was quickly put in my place as the “new face no one wanted to deal with.” It’s funny how the doctors pick up on this behavior from the staff and in turn, also treat the new employee with little regard.
I understand the OR can be a tough culture, but we can do better. I’m gonna stick it out at this facility because that’s what I do. I don’t give up on something I’m willing to work for, even if everyone around me is rooting for failure. But it shouldn’t have to be that way.
Nursing, in it’s entirety, is facing a huge shortage. Treating the new employees disrespectfully is never ok. A smile and a simple “Welcome” go a long way for someone who is already overwhelmed and trying to get their bearings together at a new facility. Show your gratitude and appreciation for having them there because new staff are incredibly hard to find.
I understand many of us are working with travelers who are working for higher wages and that can have a lot of staff feeling angry and resentful, but please keep in mind, those people are there to help. Your call shift and overtime schedules are lighter because they are there.
Whatever the reason may be, let us work at being better and nicer humans. The OR is already a high-stress, demanding & physical work environment so let’s take better care of each other. And please, the next time you meet a new face at work: smile, introduce yourself and make sure they know you’re available for whatever help they may need. That simple act of kindness makes a huge difference.
It was painful to read what Brenna had written, yet I know that her experience is all too common today. Brenna’s story captures what did not happen during onboarding but should. A great way to remember it is to think about the 4Cs as your goal in integrating new team members:
- Build Confidence – Build the confidence of the new staff member in their ability to do their job.
- Create Connections – Establish meaningful connections and relationships with other members of the team (inclusion and safety).
- Transmit the Culture – Educate the new staff member about the culture, values, and expected behaviors.
- Provide Clarity –Clarify role expectations, communication norms, and career opportunities.
Christine Porath, a researcher in civility, reminds us that we have a choice even if we feel overworked. You can master civility, connect with others and bring humanity back into the work environment. Courtesy and a sense of community are missing today in many work environments and contribute to nursing turnover. It does not matter how much we spend on recruitment – if new nurses have experiences like Brenna, they won’t stay.
© emergingrnleader.com 2022
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