Effective Leadership Strategies to Reduce Staff Bullying and Burnout

In the competitive world of healthcare, employee turnover can be a huge challenge for leaders who don’t want to lose talent. While every team deals with attrition due to career growth or relocation, nurse leaders must also pay particular attention to a unique concern among nurses, staff bullying, a contributing factor to the all-too-common workplace burnout.
As outlined in the Becker’s Hospital Review article, “Nurse bullying: How hospital leaders can curb conflicts among staff,” one key indicator for staff bullying is a high turnover or attrition rate after the 18-24-month mark. While attrition rates indicate there may be a problem with staff bullying after the fact, performance indicators such as infection rates, medication error and patient outcomes may also signify that a nurses’ performance is being affected. In addition, the added stress of staff bullying can also impact overall performance leading to an increased rate of nursing workplace burnout.
However, it’s not all bad news. Nurse leaders are uniquely positioned to reduce the pervasiveness of bullying in their department. In order to promote a work environment where all team members feel equally supported, it is essential to hold employees accountable across the board, create an environment where nurses feel supported, and provide regular feedback to keep performance on track. Quarterly meetings where staff gives feedback to leadership are also a great way to monitor the attitude of your team and ensure they feel supported enough to provide the excellent patient care hospitals strive for. To read more visit: https://www.beckershospitalreview.com/workforce/nurse-bullying-how-hospital-leaders-can-curb-conflicts-among-staff.html

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