Recognizing and rewarding staff Michelle Rodewald, BSN, RN NUR 6725

Recognizing & Rewarding Staff thing given in recognition of an achievement, effort or service (Oxford Dictionary, 2017) Recognition Appreciation or acclaim for an achievement, service, or ability (Oxford Dictionary, 2017) Successful organizations understand the value of Recognizing, Rewarding & Appreciating staff

What we Know Nurses comprise largest employee group in Healthcare Global Concerns regarding Nursing Shortage Recruitment & Retention of Nurses Commitment Problems Nurses are important to organizational goals and they should regard appropriate reward strategies to their business plan (Seitovirta, Julkunen, Mitronen, Gieter & Kvist, 2016)

from the literature Motivating and Rewarding Staff is just as important as Recruitment (Chen, Yang, Gao, Liu & Gieter, 2015) Rewards indicate the behavior should be repeated Everyone is different use individualized approaches for rewards (Bayraktar, Araci, Karacay &Calisir, (2017) Be Fair and Create balanced reward and Recognition Programs (Bayraktar et al., 2017)

From the Literature Rewards are linked to Increased Job Satisfaction Favorable Patient Outcomes Attracting staff Motivation at Work Increase in Organizational Commitment Retention of Staff Reducing Intention to Retire Feel Secure & Safe Feel Appreciated Basic Human Emotion

Types of Rewards Nurses identify Six Categories of Rewards (Seitovirta et al. (2016) Financial Compensation Benefits Work Content Meaningful types of Non-Financial Rewards Recognition Achievement Thank you Supportive Leadership Visible Leadership Encouraging Managers Professional Development Educational Opportunities Discussions with Managers Work Life Balance Schedule Accommodation Paid Time Off Recognition Appreciation Attention Feedback Acknowledgment of Long Service (Schweter, 2015)

Generational Recognition & Rewards Baby Boomers 1945-1963 Like to make a difference Information=reward Money Recognition Gen X 1964-1980 Good Benefits & Competitive Pay Coaching Regular Detailed Feedback Public Recognition Autonomy Flexible Work Mentorship Personal Development Private Recognition Millennial 1981-2000 Competitive Pay Coaching Public Recognition Regular Detailed Feedback Personal Development Purposeful Work Give Back to Community Experience & Travel Digital & Mobile Information

A little Thank You Goes a Long Way

implications for nurse leaders The Nurse Manager is Important Authentic Leadership Time & Attention Not all recognition and rewards for Monetary Generations value Recognition differently Nurses need to feel Valued Improved Patient Outcomes Improved Job Satisfaction

Outcome & Results Recognition and Rewards Equals Favorable Patient Outcomes Motivation at work Commitment Reduce intentions to retire Keep Nurses in the profession

Remember…

References Bayrayktar, C., Araci, O., Karacay, G. & Calisir, F. (2016) The mediating effect of rewarding on the relationship between involvement and job satisfaction. Human Factors and Ergonomics in Manufacturing & Service Industries 27(1), 45-52. doi: 10.1002/hfm.20683 Chen, F., Yang, M., Gao, W., Liu, Y. & Gieter, S. (2015). Impact of satisfactions with psychological reward and pay on Chinese nurses’ work attitudes. Applied Nursing Research, 28, e29-e34. Retrieved from: https://dx.doi.org/10.1016/j.apnr.2015.03.002 Seitovirta, J., Vehvilaninen-Julkunen, K., Mitronrn, L., Gieter, S. &Kvist, T. (2016). Attention to nurses’ rewarding an interview study of registered nurses working in primary and private healthcare in Finland. Journal of Clinical Nursing, 26, 1942-1052. doi: 10.1111/jocn.13495 Schweter, A. (2015, July). Generations in the workforce & marketplace: Preferences in rewards, recognition& incentives.Retrieved from http://theirf.org/research/generations-in- the-workforce-marketplacepreferences-in-rewards-recognition-incentives/1427/