display a genuinely caring attitude toward their patients and pride themselves

Display a genuinely caring attitude toward their

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display a genuinely caring attitude toward their patients and pride themselves in positivepatient outcomes. Employees that are engaged are better advocates for their patients, promoters for their organization and step up to be leaders such as preceptor, mentors and subject-matter experts.Employees that are engaged know and trust in the vision of their organization and are promoters of process improvements rather than turning their back and quitting when processes fail. Employees that are not engaged tend to be easily identified by their consistent negative comments about the organization, lack of concern for their patient outcomes and lack of suggestions for process improvements. Disengaged employees lead to increased turnover and lower quality work (How to Increase, 2014).To facilitate employee engagement, leadership must focus on coaching up their employees through positive feedback and mentorship. Leading by example, setting clear expectations and transparency with communication with promote employee engagement. Engaged employees enjoy going to work every day and feel valued, which translates into better patient care, decreased burnout and turnover and improved patient outcomes. D2. Discuss Whether Current Tools in Your Organization Adequately Provide DataRegarding Employee Engagement
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I do not think the tools in my organization adequately provide data regarding employee engagement. This facility is the only forensic psychiatric facility in the state so it does not participate in HCAHPs. There are no ongoing employee surveys to solicitsuggestions for process improvement. There is an extremely high turnover rate within this facility but I do not think it is specific to the patient population. Staff are often required, without notice, to work mandated overtime due to callouts and poor staffing ratios. As a result, the current staff are burned out, unmotivated and do not think that there are running safe staffing levels. Instead of jumping in and helping, the three levels of nursing management: RNC-B (Nursing Supervisor), RNC (Nurse Manager) and CNE/ACNE (DON/ADON) allow the staff to work dangerously short. When they do go into staffing, they choose which unit they want to work, often floating the fulltime nurse away from their unit to work on the unit that is short (because the manager does not want to work there).There are no employee committees or process improvement teams in place. The facility does not distinguish dedicated employees as preceptors or mentors for onboarding new employees or reward them. One tool in this organization that can provide nurse leadership with data regarding employee engagement is through turnovertrends and exit surveys if completed. This will show HR is employees are leaving due to relocation, promotion or accepting positions within new organizations because of dissatisfaction with their current work environment.
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