Fostering the Power of Connection

Nurse leaders are discouraged by the turmoil in health care environment and impact on nursing workforce. Most tell me they see no easy path forward. When a challenging situation like this, it can be helpful to set few goals that move needle more positive direction. One goal I often recommend is work diligently establishing solid connections between your new staff members other team members. This advice based changes we have seen environments from 2020 present. During height of pandemic 2020, most successfully kept their teams together marveled at level collaboration. Fast forward today 2022, find ourselves much different place. became evident nurses even with vaccine available, would not end because disinformation distrust, things changed, pessimistic about future. turnover began skyrocket, widespread use travel agency commonplace. Feeling connected something missing today. COVID, lost rituals held them together, yet established ones. Teamwork has been disrupted. There an endless churn travelers some teams. Recent graduates join don’t feel part anything special, making leave regrets. Seasoned invest assume will short-timers. managers acknowledge barely know names when, past, knew families children. Environments become psychologically unsafe stage inclusion safety The author Timothy Clark notes “the choice include another human being activates our humanity.”1Clark T.R. 4 Stages Psychological Safety: Defining Path Inclusion Innovation. Berrett-Koehler Publishers, Oakland, CA2020Google Scholar lack loss humanity many settings sad, but fixing problems can’t begin unless you exist. A connection led feeling dispensable organization does value well-being. Without connection, leaving becomes decision. graduate told when she recently resigned, one asked her why. She continued, “I think just assumed everyone else, am not. never felt alone than this job. No cares or my career—it how do unit for next shift. warm body.” In report McKinsey,2Coe E. Cordina J. Enomoto K. Jacobson R. Mei S. Seshan N. McKinsey ConsultingAddressing unprecedented behavioral-health challenges facing generation Z.https://www.mckinsey.com/industries/healthcare-systems-and-services/our-insights/addressing-the-unprecedented-behavioral-health-challenges-facing-generation-zDate: January 14, 2022Date accessed: April 27, 2022Google Generation Z was disconnected higher likelihood mental any workplace. We overcome recruitment retention without disconnectedness. good reasons optimism. Some systems small bets initiatives bring back sense connection. Examples shared webinars following:•The Battle Buddy Program—This program designed forge relationships first developed army. New York City Hospital System piloted program.3Sherman R.O. Creating battle buddy program. Emerging RN Leader Blog.https://www.emergingrnleader.com/creating-a-battle-buddy-program/Date: September 2, 2021Date Scholar•Internal Travel Programs—The number designing internal programs continues grow. these system integrated into facilities assigned to.•The Kaumatua Mentoring 12-week structured mentoring now St. Lucie Medical Center Florida wise elder’s used Māori tribe Australia Zealand. nurses, called Big Ks, mentor (the Little Ks) 12 weeks conversations build teach culture.•Team Backup—This added as additional core competency knowledge, skills, abilities.•A Every Shift—This assignment where every nurse backup buddy.•Restoring Our Rituals—This re-engage practice councils connections.•A Welcome Package—Welcome packages sent nurses’ homes before day. welcome package includes piece clothing (hat shirt) logo team. Instagram postings plus recruitment.•Meet Staff Board—Before arrival, information placed board breakroom lounge pictures key joining team.•The Use Stay Interviews—These interviews examine connectedness risk leaving.4Finnegan How conduct stay interviews: 5 questions. Part 2. SHRM Website.https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/how-to-conduct-stay-interviews-part-2.aspxDate: August 2018Date Scholar•The What Will It Take Initiative—Nurse intentionally 13-week contracts continually ask what take get Retirement Glide Program—Instead abrupt departures, seasoned option glide toward retirement reduced hours intentional focus transmitting culture. Health always sport. fall apart, need rebuilt. Restoring happen planning. full-court building among place start. Editor-in-Chief Rose O. Sherman, EdD, RN, NEA-BC, FAAN, Adjunct Professor Nursing Marian Shaughnessy Leadership Academy, Case Western Reserve University, Cleveland, Ohio, Nuts Bolts Leadership: Your Toolkit Success. reached [email protected]