and the facility would ultimately benefit by retaining their staff and having higher patient and staff satisfaction.
A change agent is one who works to bring about a change in their environment. Although in the end, changing the way a facility motivates their staff and prevents burnout will benefit the nurses, patients, and the organization, being a change agent in the high-stress atmosphere of health care is not easy. Initiating change requires time, effort and energy (Sullivan, 2013). If willing, management and nurses themselves have the opportunity to change the system they work in to improve it. Discussing change is good, but how does one start to actually initiate the needed change? Fortunately, there are change theories that explain …show more content…
In these first three phases, focus groups can help identify the motivation of the staff and the barriers that may hinder the change (Mitchell, 2013). Phases four and five involve the selection of the progressive change objectives and choosing the appropriate role of the change agent (Sullivan, 2013). This is the planning stage. Change strategies are considered, the timetable is determined, cost and staff attributes are outlined and the change agent’s role is chosen and defined. Intentions are changed into actual efforts during these phases (Mitchell, 2013). Phase six, maintaining change, is comparable to the implementation phase of the nursing process. Maintaining change so that it becomes a steady part of the organization involves proper communication skills, building relationships with staff, gaining feedback on progress, teamwork and motivation (Mitchell, 2013; Sullivan, 2013). Lastly, phase seven is the termination of the outside helping relationships (Sullivan, 2013). This phase involves evaluating the changes to determine whether the situation has improved and the withdrawal of the change agent on the agreed date. Mitchell suggests that the change agent should remain available for advice and reinforcement so that past behavior does not re-emerge …show more content…
If a nurse is burnout due to various reasons, they will be unable to motivate themselves. Motivating staff is up to the manager or supervisor. Sullivan discusses ways to motivate staff and retain employees. Coaching and mentoring those who are burnt out can increase effectiveness of work (2013). Lastly, it is important to educate staff nurses on how to take care of themselves and to simply enjoy life. Encourage staff to get adequate rest and exercise so that they feel refreshed when coming in to work. (Mayo Clinic, 2016). Frandsen also suggests meditation to eliminate the course of stress, laughter to lighten the pressures of stress, and journaling to release the emotions attached to stress (2014). Without learning these important concepts, nurses bring stressors home and have nowhere that they can rest, both physically and
A change agent is one who works to bring about a change in their environment. Although in the end, changing the way a facility motivates their staff and prevents burnout will benefit the nurses, patients, and the organization, being a change agent in the high-stress atmosphere of health care is not easy. Initiating change requires time, effort and energy (Sullivan, 2013). If willing, management and nurses themselves have the opportunity to change the system they work in to improve it. Discussing change is good, but how does one start to actually initiate the needed change? Fortunately, there are change theories that explain …show more content…
In these first three phases, focus groups can help identify the motivation of the staff and the barriers that may hinder the change (Mitchell, 2013). Phases four and five involve the selection of the progressive change objectives and choosing the appropriate role of the change agent (Sullivan, 2013). This is the planning stage. Change strategies are considered, the timetable is determined, cost and staff attributes are outlined and the change agent’s role is chosen and defined. Intentions are changed into actual efforts during these phases (Mitchell, 2013). Phase six, maintaining change, is comparable to the implementation phase of the nursing process. Maintaining change so that it becomes a steady part of the organization involves proper communication skills, building relationships with staff, gaining feedback on progress, teamwork and motivation (Mitchell, 2013; Sullivan, 2013). Lastly, phase seven is the termination of the outside helping relationships (Sullivan, 2013). This phase involves evaluating the changes to determine whether the situation has improved and the withdrawal of the change agent on the agreed date. Mitchell suggests that the change agent should remain available for advice and reinforcement so that past behavior does not re-emerge …show more content…
If a nurse is burnout due to various reasons, they will be unable to motivate themselves. Motivating staff is up to the manager or supervisor. Sullivan discusses ways to motivate staff and retain employees. Coaching and mentoring those who are burnt out can increase effectiveness of work (2013). Lastly, it is important to educate staff nurses on how to take care of themselves and to simply enjoy life. Encourage staff to get adequate rest and exercise so that they feel refreshed when coming in to work. (Mayo Clinic, 2016). Frandsen also suggests meditation to eliminate the course of stress, laughter to lighten the pressures of stress, and journaling to release the emotions attached to stress (2014). Without learning these important concepts, nurses bring stressors home and have nowhere that they can rest, both physically and