Healthy Workforce
Creating a Culture of Recognition
Showing appreciation is essential to retaining first-rate nursing staff
Emily’s department was seriously understaffed, with a high turnover rate and a revolving door of new nurses that created a constant state of chaos. On one shift, the department leader ordered pizza for the team to acknowledge their hard work, but the frantic pace and limited staff left Emily and her coworkers too busy to sit down and eat. The cold pizza left over at the end of the shift sent the wrong message.
In a 2021 study, McKinsey asked managers why they believed their employees were leaving. Most assumed it was for higher pay elsewhere. However, when the researchers asked the employees directly, they reported that they left because they felt unappreciated.
Being valued is fundamental to human motivation, and in healthcare, where the emotional and physical toll is significant, it becomes even more critical. When nurses are recognized for their hard work and dedication, it reinforces their sense of purpose. It sends a clear message: “You matter. Your work matters.”
Acknowledgment boosts morale, reduces burnout, and enhances job satisfaction, all of which are pivotal in retaining skilled nursing staff. Creating a recognition-rich culture isn’t just “nice to do” — it’s essential.
Strategies for Recognition
To be effective, recognition must be meaningful and intentional. Here are some tips for showing appreciation in ways that matter.
- Personalize it. Each nurse is unique, and recognition should reflect that. For example, some people would like a public call-out during staff meetings, while others might prefer a handwritten note or a private compliment.
- Make it significant. Keep track of your team’s important milestones, including personal ones like birthdays and work anniversaries, as well as unit-level achievements like great HCHAP or engagement scores.
- Keep it simple. Not every act of recognition or acknowledgment needs to be an elaborate event. Just saying things like “You’re awesome!” or “Great job!” positively impacts an individual’s morale.
- Be creative. One of my clients created what they call the POP Award, which stands for “Positive Outstanding Peer.” Each time a unit receives this award, team members get to enjoy something “pop” related (e.g., popcorn, soda pop, popsicles, lollipops). It’s simple, creative, and fun.
- Make sure it fits the situation. In the opening case study, Emily’s department head thought she was helping by ordering pizza, but what the nurses really needed was extra staffing coverage to make their workload more manageable. The pizza became another reminder that the unit was too slammed to take meal breaks.
- Make it consistent. Some employees may like to be complimented more frequently than others, but recognition shouldn’t be limited to rare occasions. People need regular, constructive feedback.
Addressing Workplace Incivility
It’s difficult to offer meaningful recognition in a workplace marked by bullying and incivility. In an unhealthy work environment, recognition may not seem sincere, and could even exacerbate existing conflicts. (How would you feel seeing your manager honor a coworker you know is a gossip and a bully?)
Therefore, it’s essential to proactively address unhealthy behavior by:
- Creating awareness. Train everyone on the team to identify and address incivility, and prioritize kindness as a fundamental value for the unit and organization.
- Leading by example. Nursing leaders at all levels set the tone for their workplace. When they model respectful behaviors and enforce a zero-tolerance policy for bullying, it creates a safer and more supportive workplace.
- Offering support. Establish clear channels for reporting and addressing incidents of incivility to ensure that everyone on the team feels supported and protected.
The Path Forward
Recognition is one of the most powerful tools for retaining a skilled nursing workforce. It transforms workplaces, strengthens teams, and reminds nurses why they chose this noble profession.
The journey to retention begins with a simple but profound question: “What can we do to show our nurses they matter?” The answer lies in recognizing their worth every day.
RENEE THOMPSON, RN, DNP, FAAN, is the CEO and founder of the Healthy Workforce Institute (healthyworkforceinstitute.com).
In this Article: Bullying and Incivility
