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How would you describe your Action Learning Project and the difference you hope it will make to advance your organization ’ s mission ( or the field ) and benefit the individuals you serve ?
For my ALP , I plan on developing a structured onboarding toolkit for nurse managers to use when welcoming a new member to their team . While it is important to do a thorough job onboarding a new employee , I have recognized that it is even more important to teach current employees how to properly welcome a new member to the team and the importance behind it . Retention is a huge focus area within my organization , particularly for first year employees . After doing research to identify reasons for this high turnover particularly within the nursing department , it was discovered that disconnection from the time new employees left orientation to getting to their respective department / floor was prevalent . Additionally , while it is ultimately my current role to oversee retention efforts , I cannot effectively do it solely on my own . I plan to create an employee engagement guide to help equip managers with the tools they need to foster genuine team engagement . Best practice demonstrates that mangers should know their team members best . If I have regularly scheduled meetings with mangers and their teams , together we can create a foundation of trust , transparency and camaraderie which in turn will result in higher levels of engagement and retention .
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Victoria Bournival Employee Experience & Organizational Development Specialist St . Ann ’ s Community
Improve Onboarding and Employee Engagement
How have the relationships you ’ ve developed as part of your project ( with mentors , partners , stakeholders , etc .) influenced this direction and you as a leader ?
While doing the research into what are factors for high turnover in the nursing department , I have been able to grow relationships with much of the frontline staff that normally I would not easily connect with . By seeing them regularly and taking the time to talk and touch base , a rapport has been built , along with trust . This has helped me grow as a leader because I have learned that being present is important . Actively listening and following through on the actions I promised is critical . My relationships with the nursing leadership team have also deepened . They feel like someone outside of their department is listening and advocating for them . By having consistent meetings and dialogue , the managers now have a voice at the table and are getting the support they need . In turn , they also show me support when I need help from their staff .
This has also help me to be seen through a different lens by my own manager , as he is seeing the dedication I am putting forth to make this project be successful for the better good of the organization , and how influential I am becoming with a group that is normally resistant to trusting leaders and overall change . Lastly , through this project , the recruiter and I have have deepened our relationship as a result of this collaboration . We continue to work very closely together and align our efforts so they are consistent and efficient .
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What have been important turning points for you , in your own learning , as you ’ ve engaged with the action learning process ( you might consider a surprise , insight , setback , or challenge )?
I have gained tremendous insight into the nursing department and have realized that overall our processes cannot be implemented with a cookiecutter approach . The nursing department is one of the few areas that have staff 24 / 7 on three shifts . It is easier for a small department of five and that work the day shift Monday through Friday to train and welcome a new person to the team with ease . It is much harder to do this within nursing because the environment is much busier and the team feels restricted to take their time showing a new person around because they have a large case load to take care of and feel the need to keep up the pace . It is also difficult for a manager to onboard an evening or night shift employee when the manger itself works the day shift .
I have also realized that more content experts and interdisciplinary members need to be around the table when decisions are being made . When only management is sitting in the room having discussion regarding changes that need to be made , and huge window of opportunity is missed . The workers who are actually doing the job need to be involved , sharing their input . Without it , there is a greater risk for setback when it comes to effectively implementing change . It also poses a risk for a negative financial impact , if errors are made that ultimately need to be rectified .
( Continued on page 5 )
LeadingAge New York
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