We believe in the value of creating teams that center on trust and empowerment, where each member feels their part is meaningful and their skills can be built upon. When you prioritize learning and create a culture of development in the workplace, nurses feel valued and supported. This approach to performance management embraces sharing learning strategies with others and seizing opportunities to educate rather than penalize. In environments that value growth, people focus on improvement and feel encouraged to ask for feedback. Let’s explore some key actions that can be put to work today.
Encourage meaningful contributions.
Nurses improve their motivation at work through maintaining interest and involvement. Burnout can be reduced by cultivating an environment where nurses have the ability to make decisions about how they spend their time. Nurses often thrive on having autonomy, growth opportunities, and variety in their work. Provide employees with the resources they need to stay informed and energized.
Recognize good work.
Observe, recognize, and appreciate the efforts of nurses. It is important to celebrate what we are each good at. Try not to focus the most attention on the skills that need the most development; rather, seek to bring balance to both. Look to provide support and education to up-skill and build confidence, while celebrating the good work that is already being done. Build trust, cooperation, and respect for each other through actively showing appreciation for the team that makes the job easier and more enjoyable.
Ask for feedback.
Own your performance and seek growth. Keeping open communication can boost focus and motivation. A culture of transparent dialogue helps nurses seek valuable feedback, which is essential to their growth, development, and engagement. Nurses may feel more fulfilled in their work if they go deeper into the role they currently have or move into something new that more closely aligns with their career aspirations. Asking for feedback can be a key to success. Receiving feedback from a variety of members of the team is a great way to learn and improve performance based on useful and actionable responses. It’s important to make both giving and asking for feedback a regular part of the culture of development in the workplace. Giving and receiving feedback takes courage, along with appreciation and respect for the process of growth.
Be proactive about engagement.
A strong support system can boost engagement at work. Teamwork goes a long way in stimulating positive relationships with coworkers, where optimism and good humor are expressed and relationships are strengthened. A proactive engagement strategy helps with retention and can attract new talent as well. Building an inclusive culture of communication encourages the freedom to make impactful off-the-cuff comments, where—instead of waiting for an invitation—nurses are actively seeking out and participating in spaces where discussions are already in progress.
Prioritize tasks.
Be clear with expectations, think ahead, and formulate organized plans that break up goals into manageable pieces. The team is supported to stay motivated and engaged at work when goals are realistic and attainable. When nurses feel accomplished and connected to their work, purposes are clear and the collective aim is highlighted. Remember, it’s not about delaying growth and then looking for a quick fix—this will only serve to decrease engagement. Instead, set goals with realistic challenge and improve upon them steadily.
Environments that thrive on a culture of development are shaped by the voices who create them, as they recognize their own strengths and abilities and use them to better understand and relate to one another through growth. In these spaces, people know what it feels like to truly work well and successfully accomplish goals. And that is no small thing.
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