Nurse managers should be able to create trust and use integrity to build mutual

Nurse managers should be able to create trust and use

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Nurse managers should be able to create trust and use integrity to build mutual respect and credibility with the staff. The nurse manager must keep their word and follow through with what they say they are going to do to build trust and maintain integrity. They should always follow the communicated values in their professional practice and maintain an open and honest dialogue with their employees, even if topics are challenging or negative. When an employee has trust in their manager-employee engagement improves. Another best leadership practice is to improve employee engagement. This is done by providing rewards, recognition, and opportunity to advance in one’s career. It is vital to guarantee informal rewards, formal rewards, and put recognition programs in place to measure improvement results. It is extremely important to express gratitude by offering rewards to those whose performance exceeds the unit and organization benchmarks. By providing rewards to staff for their achievements and positive patient feedback, these small acts go a long way, even if the recognition comes months later. When other staff members see their peers' achievements, they will also start to strive for success, thus improving employee engagement.
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10Running head: PRINCIPLES OF ORGANIZATIONAL PERFORMANCE MANAGEMENT ReferencesFreeman, C. (2014). Tuition Assistance Can Boost Employee Engagement, Skills. HR Focus, 91(6), 13-14.Gooch, K. (2016). The workplace culture of wellness leads to increased employee engagement, productivity, and happiness: 5 findings. Beckershospitalreview.com. Retrieved from -wellness-leads-to-increased-employee-engagement-productivity-and-happiness-5-findings.html. Marr, B. (n.d.). The 7 Key Benefits of Using a Balanced Scorecard. Retrieved from . Stone, J. (2017). The Importance of Employee Engagement in Healthcare. Blog.medicalgps.com.Retrieved from -healthcare. Torp, S., Grimsmo, A., Hagen, S., Duran, A., & Gudbergsson, S. B. (2013). Work engagement: a practical measure for workplace health promotion?. Health Promotion International, 28(3), 387-396. Retrieved from easure_for_workplace_health_promotion
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