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By LeAnn Thieman. This was originally published on LeAnn's blog.
In the timeless Disney movie, Bambi, Thumper gives great advice. “If you can’t say something nice, don’t say anything at all.” Wouldn’t the world and our work environments be better places if we all heeded the wisdom of that wise little rabbit? I tried to ignore the problem of lateral violence in the healthcare workplace because I was embarrassed and a bit ashamed that this behavior could be present in our benevolent caring profession. We’ve consistently ranked No. 1 in Gallup’s annual poll of Honesty and Ethical Standards in Professions for the past 15 years. How can we, then, be perpetrators of lateral violence? I was shocked and mortified to learn that 45% of nurses have been verbally harassed or bullied by other nurses, according to a 2017 survey by employment agency RNnetwork. Forty-one percent said they have been bullied by managers or administrators. Thirty-eight percent reported being verbally harassed by physicians. More than half of the nurses who reported work harassment indicated they were considering leaving the profession all together. Bullying and disruptive behaviors capture the attention of patients, providers, and visitors, which can extend to the community. Worse yet, it can impact patient outcomes. According to an article published in FierceHealthcare, a 2013 study in the UK reported that one in four doctors and surgeons and one in three nurses said bullying has caused them to behave in ways that are bad for patient care. Seventy-one percent of doctors and nurses linked incivility to medical errors, and 27% tied it to a patient’s death! So, what exactly is going on? And how do we stop it? The Workplace Bullying Institute says bullying is repeated, harmful mistreatment by one or more perpetrators who target their victims with conduct that is threatening, humiliating, abusive, isolating, and/or sabotaging. While some forms of bullying are overt, others are more subtle, such as:
Unfortunately, bullying can also be more overt. For example:
Although anyone can be a target of bullying, often they are the coworkers who are the most positive, kind, cooperative, well educated, well-liked by upper management, or skilled at their jobs. These people are even more prone to suffer greatly at the hands of bullies, sometimes feeling embarrassed and inadequate, resulting in symptoms that may include:
But there are ways to address bullying and create a better work environment for everyone. When targeted by a bully:
Call it what it is Acknowledge that you are being psychologically harassed. Speak up Politely and quietly call out the incident when it happens. State the problem and the possible consequences if it doesn’t change. For example, “If you continue to behave this way toward me or speak to me in this manner, I will have to speak with our manager and make a formal complaint.” If the behavior continues, follow through. I taught my kids the difference between being a Ralph Reporter and a Tommy Tattletale. For the sake of a healthy work environment for all, you have the responsibility to report this conduct. Without action, it’s unlikely the bully will change, and certainly not as quickly as needed. Document it Bullies rarely treat someone badly in front of supervisors. Without obsessing about it, document each incident. Record the date and time of each event and eyewitnesses, if any. If bullying is digital or written, make copies. (Before making a digital recording of the abuse, make sure you reside in a single-consent recording state, meaning it’s legal for you to record verbal exchanges without his or her knowledge.) Report it Once you document the bully’s behavior, take it to your immediate supervisor. If your supervisor is the bully, report them to their manager. When making your case, frame the issue on how it impacts care and productivity. Even though your emotional toll is legitimate, it’s best to emphasize how the bullying affects team morale, work performance, and patient care. Expect possible retaliation It’s likely the bully will hear about your report. Don’t be surprised if they get back at you in subtle ways, even if they’ve promised your manager they will make amends. Record these incidents too, should they occur. Practice selfcare Being the target of bullying is extremely stressful. Make your health a priority. Be vigilant about getting good nutrition, sleep and exercise. Practice the Stress Reduction tips and selfcare strategies in your SelfCare for HealthCare™ program. Remember to use your skills of deep breathing, positive thinking, laughter. Forgiveness will be a crucial tool, as well as connecting with your Higher Power. If you are not a victim of lateral violence, but you witness it, you can have an impact on improving your work environment.
Wise people have known for years that the secret for harmony in the workplace and everyplace is the Golden Rule. “Do unto others as you would have them do unto you” is the Christian version. But did you know it is the “rule” in most faiths? “Hurt not others in ways that you yourself would find hurtful.” Buddism “What is hateful to you, do not do to your fellow man.” Judaism “No one of you is a believer until he desires for his brother that which he desires for himself.” Islam “Blessed is he who preferred his brother before himself.” Baba’i Faith Though simple, this message is radical and contrary to human nature. Human nature is to treat others the way they treat you. But doing so puts them in control. Theirbehavior determines your behavior. The Golden Rule puts you I control. Let’s control our own behaviors, communication, and workplace environments. Another strategy before speaking or acting is to apply the Rotary International’s Four-Way Test. Of the things we think, say or do, ask the following four questions: Is it the truth? Is it fair to all concerned? Will it build goodwill and better friendships? Will it be beneficial to all concerned? Nurses and all healthcare workers endure difficult working conditions, often going for prolonged periods without food, drink, or even bathroom breaks (in spite of my nagging!) Perhaps worse, they generally cannot step away for a breather when emotions run high or the atmosphere on the unit is tense. They must stay and keep working, to focus on patients who depend on them. But this is no excuse for unkind disrespectful behavior. We are all responsible for creating positive, healthy, joyful work environments. Nurses must be able to work as a team and to depend on each other. We are empowered to keep patients safe, provide high quality care, and deliver a positive patient experience. If bullying or incivility is a common occurrence in your workplace, these outcomes will be compromised. And we took pledges to heal our patients, ourselves and each other. Let’s do unto others as we would have them do unto us. And if we can’t say something nice, let’s not say…or do…anything at all. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success!
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By LeAnn Thieman. This was originally published on LeAnn's blog.
People who consume three servings of milk daily have lower rates of cardiovascular disease and mortality than those consuming lower dairy levels, according to a study in 21 countries. The findings, which were published in The Lancet Journal, run contrary to dietary guidelines for people to minimize consumption of whole-fat dairy products. “Our findings support that consumption of dairy products might be beneficial for mortality and cardiovascular disease, especially in low-income and middle-income countries where dairy consumption is much lower than in North America or Europe,” Dr. Mahshid Dehghan, a senior research associate in nutrition Epidemiology at McMaster University, Canada. One standard serving of dairy included a glass of milk, a cup of yogurt, one slice of cheese, or a teaspoon of butter. Researchers analyzed data on 136,384 people between age 35 and 70 collected between January 2003 and July 2018. Participants were followed up for an average of 9.1 years. When compared with those no consuming milk, the high intake group had lower rates in five categories — total mortality, non-cardiovascular mortality, cardiovascular mortality, major cardiovascular disease, and stroke. Researchers noted that the guidelines to consume low-fat dairy are based on saturated fats on a single cardiovascular risk marker of LDL cholesterol. But they also point out that evidence suggests some saturated fats may be beneficial to cardiovascular health. And dairy products may also contain other potentially beneficial compounds, including specific amino acids, unsaturated fats, vitamin K1 and K2, calcium, magnesium, potassium and potentially probiotics. They concluded that “consumption of dairy products should not be discouraged.” Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
In 2013, about 30 percent of Americans said they slept six hours or less at night, but that number increased to 33 percent by 2017, according to findings published online in the journal Sleep. Sleep experts recommend that most adults get 7 to 8 hours of good quality sleep each night. The University of Southern California in Los Angeles researchers said many factors could account of lack of sleep. Some people are troubled by economic insecurity. Some feel they are working longer and harder for less. There is also a growing stress level associated with our increasingly connected world. People are glued to their cellphones, reading news and Twitter and Facebook, and seeing world, national and local troubles delivered right to devices in their hands. In addition, people are staying up binge watching TV or movies on tablets and cell phones. Hispanic and black Americans showed the largest increases in inadequate sleep. The number of black study participants who said they slept less than six hours rose from 35 percent in 2004 to 42 percent in 2016. Among Hispanics, it went from 26 percent to 33 percent during that time period. Among white people, those reporting short sleep increased from 29 percent to 31 percent over the same time. By 2017, a 10 percent difference existed between blacks and whites. Not getting enough sleep is tied to increased risk for obesity, decreased mental functioning, dementia, heart disease and diabetes. In addition, getting too little sleep can increase the risk for car crashes, accidents at work and troubled relationships. To learn more about how to increase sleep and improve your selfcare, visit LeAnn at SelfCare for HealthCare™. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
Research has proven that smoking, a poor diet, inactivity, and being overweight/obese increases the risk of type 2 diabetes. And according to an article in BMJ, shift work also increases risk. The researchers analyzed data from more than 143,000 U.S. women who did not have type 2 diabetes, heart disease or cancer when they enrolled in the Nurses’ Health Study in 1976 and 1989. Over 22 to 24 years of follow-up, nearly 11,000 of the women were diagnosed with type 2 diabetes. For every five years of working rotating night shifts, there was a 31 percent higher risk of a type 2 diabetes diagnosis! Each unhealthy lifestyle factor…smoking, overweight or obesity, poor diet, inactivity… was linked with a 2.3 times higher risk of being diagnosed with type 2 diabetes. Women who had any of the four unhealthy lifestyle factors and worked rotating night shifts had the highest risk of developing type 2 diabetes. Among this group, each individual unhealthy lifestyle factor was associated with a 2.8 times increased risk. The researchers concluded that rotating night-shift work accounted for about 17 percent of the combined higher risk of type 2 diabetes, unhealthy lifestyle accounted for about 71 percent, and the remaining 11 percent was associated with the interaction of the two. The results show it’s especially important for shift workers to follow a healthy lifestyle. To learn more ways to create wellness programs for happier, less stressed, more engaged employees, visit SelfCare for HealthCare™. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
Why Am I Still a Nurse Anyway? Most nurses didn’t choose this career because of great hours and working conditions. As trite as it may sound, most of us entered the profession of caring to help people…in their toughest times. I often say that nursing is a calling. That’s why we sign on and stay on. Yet on the days when the workload is too great, on the occasions that we can’t take all the pain away, after the shift when we go home with achy feet and achy hearts, those are the days we need to be reminded of why we do what we do. We need to reignite our passion for nursing. One of the best ways to do that is by recalling and sharing our stories. I learned the crucial importance of this when I read over 2,000 stories to select the top 101 for Chicken Soup for the Nurse’s Soul, then 2,000 more for the second edition, the Second Dose, and ANOTHER 2,000 for the third edition, Inspiration for Nurses. Clearly, when nurses share their stories, they remember why they entered this profession, and why they stay...
Many nurses have told me, in order to begin their shifts with inspiration and hope, they together read a story from Chicken Soup for the Nurse’s Soul. That is a great idea (of course!). Another equally great idea is to share your own true stories at this time. One hospital I work with calls these “Heart Moments.” At other hospitals where I do retention events, I learned they created their own book of stories written by staff. What a great way to boost morale and retention. Still other hospitals have “Best Story” contests. What a wonderful way to engage employees as each department gathers and chooses the top stories from their unit. Sometimes I may be the final judge, then a prize is given to the individual or department with the “Best Story.” Some have different categories (funniest, most compassionate, etc) and multiple winners are awarded. While some people might say, “We don’t have time for this,” I submit that we must take time…make time…to enrich our spirits and soothe our souls and reignite our passion for nursing. We answered the calling for care. Our stories prove the privilege we have to literally touch and save lives. That is surely the highest calling of all. Looking for your Nurses Week or healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your next healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
Hospitals will continue to feel financial constraints from the ongoing nursing shortage for the next three to four years, according to a new report. Labor comprises more than half of most hospitals’ operating revenue, and that share will continue to rise as turnover among nurses remains high and not enough new nurses enter the workforce, according to a report from Moody’s Investors Service. Providers will have to spend more to recruit qualified employees while the nursing shortage persists through 2025, according to the Bureau of Labor Statistics. The rapidly aging population and need for chronic disease management will drive nursing demand. Rural providers will also be acutely impacted because they cannot match the compensation offered by urban hospitals and are not located close to nursing schools, Moody’s said. Hospitals’ average annual revenue growth of 5.7% between 2012 and 2016 exceeded salaries and benefits expense growth of 5.5%. But that did not include recruitment expense, which is higher in growing economies. Nurses are more willing to change jobs and providers must up the ante with better rates, bonuses and benefits to keep them on staff. Recruiting a nurse in the home health sector used to cost $1,500 to $2,000 and he or she would produce about $100,000 in revenue, netting about a 10% margin. But in today’s competitive landscape, recruitment costs are closer to $5,000 and nurses are spending less time at a job, which narrows margins. And Medicare and Medicaid are reducing reimbursement levels. To learn more about nursing recruitment and retention strategies, visit SelfCare for HealthCare™. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
The healthcare field is far from free of its fair share of stressors. So, it’s no stretch of the mind that nurses, doctors, and other caretakers are burning out. Statistics embody this truth: About one out of every five nurses quit their job in their first year of practice, and about one out of every three nurses will leave their place of work within their first two years (according to a study published in Sage Journals). Nurse burnout is on the rise, and nurse retention is at a low. Nurses and other caretakers are simply overworked, overwhelmed, and overstressed. Today, we’re addressing that latter issue: Stress. Let’s take a keen look at the stressors which, unfortunately, plague nurses. Common Healthcare Workplace Stressors Stress in the healthcare field doesn’t just occur in some hospitals and clinics. It’s a common issue. Healthcare facilities around the world are experiencing difficulty with nurse retention due to caretaker burnout. This issue is uniquely difficult, because there isn’t just one concise source problem. Stress in the field of nursing can crop up due to any and all of the following issues: Exposure to Illness Nurses care for those who are injured and ill. With illness, nurses are inherently prone to contract illnesses themselves. Even with the best practices and facilities, nurses are vulnerable to contract the very illnesses that they are treating. That’s why it is crucial that nurses remain mindful of their own health, as well as the wellbeing of their patients. Nurses should support their own health to ensure that they remain immune to the airborne illnesses that affect those around them. Mortality Healthcare workers are surrounded by injury, illness, and aging – all of which can result in the death of patients. As caretakers become attached to those that they care for, it can be heart wrenching to lose a close patient. Death is inevitable a part of the job. That’s difficult to cope with! Once again, it’s crucial to remain mindful in the face of death – stay conscious that you, as a nurse, aid your patients, providing comfort and care, even in the final days of their life. Nurses help people! Physical Strain Nurses are constantly on their feet. A nurse often walks miles in a day, moving charts, checking on patients, providing care, etc., etc. That means physical strain, as well as the aforementioned mental strain. Nurses often suffer from sore joints, including foot pain, backaches, shoulder soreness, and leg pain. After a 12-hour shift, a caretaker can be in pain and near exhaustion, which brings us to another stressor… Little Sleep Nurses often lose sleep, or they’re forced to sleep during irregular hours. Losing sleep can be draining, and irregular sleep can be jarring. It’s difficult just to start the day while tired, let alone work a full day while exhausted. That’s why it’s crucial for healthcare facilities to assess their scheduling to adapt to their caretakers’ schedules, not the other way around. Long Hours If a facility is understaffed, its caretakers may be required to work long hours. While that can cause a loss of sleep, as we just mentioned, it can also take away from a caretakers’ free time and personal life. Like any professional, nurses need a healthy work-life balance to thrive. Lack of Support Nurses need support. Like any other person, our caretakers need positive relationships (in and out of the workplace), healthy nutrition, regular exercise, plenty of sleep, free time, etc. Healthcare facilities can, and should, provide support programs to their caretakers to ensure that they remain happy and healthy. To learn how to reduce nurse burnout and improve caretaker retention, visit SelfCare for HealthCare. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
Research proves that high levels of stress lead to negative health behaviors among healthcare professionals. Researchers measured stress and health behaviors, such as exercise, nutrition, and sleep, by examining the results of series of five annual surveys administered to employees at Mayo Clinic who had access to a wellness center. The study, published in the Journal of Occupational and Environmental Medicine, showed a significant relationship between the stress levels of an employee and four quality of life domains:
Mayo’s latest study linking burnout and high stress levels to poor health behaviors among healthcare workers also found that those with lower stress levels used the wellness center more often, and frequently engaged in other physical activity. Workers reporting lower stress levels used the center about two to three times per week on average, indicting they were meeting the recommended goal of engaging in physical activity most days per week. Those who reported levels of high stress averaged about one wellness center visit per week. And those with three years or more of high stress averaged only 68 usage days per year. The study concluded that “Increasing the awareness of wellness centers and programs in medical environments will increase the quality of life of employees and lead to less physician and staff burnout.” To learn how to increase employee wellness and decrease stress and burnout, visit SelfCare for HealthCare. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
Employee well-being and engagement are differen, but related. Engagement is the strength of the emotional connection employees have with their work, team, company, and higher purpose. Well-being is defined as a state of optimal health, happiness, and purpose. Research shows that when employees feel they have higher well-being, they’re more likely to be engaged in their work. A survey of 1,276 employees across 45 U.S. markets found that 88 percent of employees who cited feelings of “higher well-being” (that is access to healthy options, the flexibility and freedom to pursue them and find balance between work and life, plus a sense of belonging and value to an organization), said they felt engaged at work, versus 50 percent for those citing “lower well-being.” Moreover, 83 percent of those in the “higher” category said they enjoy their work versus 41 percent in the “lower” one. And 84 percent in the higher category say they’re loyal to their teams, versus 54 percent in the lower camp. The connection between well-being and engagement may seem intuitive, but there has been little research that statistically relates the two. These findings confirm that helping disengaged employees is in an organization’s control and can actually enhance retention and productivity. The study found managers can be the biggest obstacles to well-being improvement because they don’t understand its connection to team success or they are unsure about how to talk with their employees about their well-being. Organizations should educate managers about the impact of well-being on employee engagement and give them the tools and support to make it a priority! Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
Many healthcare workers feel guilty for taking time off. In fact, 60 percent of employed Americans said they feel uncomfortable taking a day off work for preventive care and 86 percent would forego checkups and put work first. Some employers offer “Unsick Days” to give staff paid time off and explicit permission to take care of themselves. Half of the employees surveyed said they believe that taking time off to go to an appointment could harm their chances of getting a promotion, and 69 percent of millennials have this fear. Counter intuitively, 38 percent of American workers said they think their colleagues would be inconvenienced, annoyed, or stressed if they missed work for a preventive care appointment, although 62 percent said they would be supportive or happy if one of their co-workers did so. One estimates the cost of “presenteeism,” or the practice of sick employees showing up to work and being less productive, at $160 billion per year, more than double the estimated cost of “absenteeism,” or staying home to recuperate. Taking one day off for a preventive care appointment could reduce a person’s chances of future illnesses, and it may reduce the feeling of “burning out” (especially in the nursing field). When was your last physical exam? Turn off your computer and pick up the phone. Make an appointment today. You can care for yourself AND care for others. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! |
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