Maximize Team Talents for Better Patient Care
Greg Nelson is a Studer Group coach and popular speaker specializing in organizational leadership. He is also co-author of the book Zapp! Empowerment in Healthcare.
An inpatient in an average hospital for 72 hours will be touched by 30 people. Whether or not the patient achieves a quality outcome depends on how well caregiver teams communicate precise, accurate and timely information.
When two nurses on a unit at shift change like and respect each other, they share detailed information about the patient. But what happens when work values clash?
"Generational differences can create barriers for delivering quality care," explains Studer Group coach Greg Nelson. "Clinical competence isn't enough. We need to know more than the steps that will be taken; we need to work together on how it's going to happen. That's behavioral competence."
To create effective multi-generational teams, it's important to understand that individual reference points are different. Here's what you need to know about the people who work in your organization:
Who We Are
|
|
Characteristics |
Values that affect work |
Traditionalists
(1900 to 1945) |
► 75 million in workplace; Comprise 10% of RN workforce
► Influenced by Great Depression, WWII |
► "Waste not; want not"
► Play by the rules
► Conservative and cautious
► Put aside needs of the individual
for good of the whole
► Loyal to employer
|
Baby Boomers
(1946 to 1964) |
► 80 million in workplace
► Influenced by Watergate, Vietnam War; Women's rights; Grew up in affluent, opportunity-rich world |
► Encouraged to follow dreams
► Strive for idealism
► Driven, strong work ethic
► Individualist |
Generation X
(1965-1980) |
► 46 million in workplace
► Comprise 30% of RN workforce
► Influenced by age of technology, global world, exposed to global violence
► Latch-key kids, cell phones, divorce rate tripled |
► Able to handle many diverse tasks at same time
► Love their job but expect to be compensated
► Job-hopping is a way to achieve flexibility
► Cherish free time
► Loyal to co-workers, not institutions
|
Nexters/Millenials
(1981 to 1999) |
► 76 million to come
► Don't know life without technology
► Just beginning to enter nursing |
► Optimistic about future
► Value diversity and work balance
► Want to do meaningful work but don't know how
► Need change and fast pace to stay interested
► Want to work in teams and have bosses who
relate to them |
3 Ways to Create a Positive Team Culture
The good news is that high-performing employees share more similarities than differences. They are knowledgeable, experienced, and competent. To recruit and retain them, create a culture that acknowledges and respects differences in values. Here's how:
Use key words. Don't talk about long-term benefits like extra vacation time or profit sharing. Instead say, "This is what you'll learn," "With these skill you can…", and "You'll work for/report to…"
Round on staff. Build relationships by sharing your own generational quirks with humor, honesty and openness. Provide opportunities to solve problems and access to information and resources. (Read more on "Rounding for Outcomes" at www.studergroup.com.)
Remember the little things. Nexters want equal treatment. Nexters and Xers like immediate feedback. Use a team approach to decisions.
And most importantly, remember to connect to purpose. If we can tap into the hearts and minds of what we do well, we maximize the motivators for every generation.
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