September 2003 Newsletter ********************************************** ------------------------------------------ IN THIS ISSUE: Dealing with Difficult People Creating a Pleasant Workplace Boosting Morale The Nursing Shortage Facts & Stats Stress Test ------------------------------------------ How to Deal"¦ With Difficult People There's no way around it. No matter where you work, or how many different departments you've been in" there's always at least one person who just plain gets on your nerves. And while it can be something as minor as how this person chews their gum, the fact of the matter is that some difficult personalities can be extremely overbearing. In fact, they can disrupt the dynamics of the workplace and hinder productivity. Quite simply, there are many different types of difficult people, and with each unique trait, comes a different way in which to handle that employee. Below are five descriptions of problem employees and more importantly how you can handle them in an effective and professional manner. Difficult person #1: The Bully. No, we're not talking about the kind of bully that takes your lunch money" the workplace bully is the person who tries to walk all over you and other employees. This person is demanding and will try to tell you how to do your job. The workplace bully will go out of their way to make others feel stupid or incompetent. - How to Deal: Being direct is one of the best ways to deal with this type of employee. Tell them exactly how you feel" in a tactful manner. For example, you could say, "I value your insight. However, I am well-trained and know how to do my job, so you don't need to tell me how to do it." Difficult person #2: The Whiner. Whiners come in many forms " pessimists, criticizers, complainers, the ever present bellyacher, moaner, groaner"¦the list goes on and on. Whether it's raining or it's a Monday, or that they have to work an extra shift" there's always an issue with the whiners. - How to Deal: You can help these employees by focusing on their strengths. Using positive reinforcement when they've done a good job can go a long way when trying to reshape a whiner's attitude. Difficult person #3: The Slacker. You probably don't need a lengthy description here. You know the type" the person in the office who never does their fair share. The employee who takes long lunches, is always on the phone with friends, and is a social butterfly" always chatting it up with co-workers. - How to Deal: Try to enforce structure and routine with these employees. For example, you could create set lunch and break times for them" that way you will know when they're leaving and when you can expect them back. Holding them accountable for their workday is probably the only way to keep them from slacking. Difficult person #4: The Basket Case These people always seem to have drama in their life, and it often follows them to work. And as the cliché goes, misery loves company" and the basket case will often drag down other employees, telling them about all their problems. - How to Deal: If you believe that an employee is truly troubled, then you should always try to refer them to the company's EAP (Employee Assistance Program), or to senior management so they can get the help they need. However, if this problem employee is just craving for attention, one of the best things you can do is just act normal. If they realize that you're not buying into their act, then they're most likely going to give it up, and get back to work. Difficult person #5: The Stickler. Sticklers are never satisfied with your work, nor theirs. They are probably their own worst critic. They take forever to get a project or assignment done, because they are always trying to get it "just right." - How to Deal: There's never a reasonable amount of time for the stickler to get things done, because they always want everything perfect" which never happens. The best way to deal with someone like this is to set a deadline and stick to it. Dealing with difficult people is never easy. But perhaps the next time you are faced with one of these troublesome employees, you can try and view it as a learning experience. Becoming a better facilitator and communicator will not only help you diffuse problem people, but also problems as whole. "I used up all my sick days, so I'm calling in dead." " Unknown ------------------------------------------ It's All About Environment Creating a Pleasant Workplace In the healthcare profession so much focus is centered on creating a pleasant, healing environment for the patient, that it's sometimes easy to forget the importance of creating a positive environment for you and your employees. When it comes to creating healthy working conditions, keeping your employees' needs in mind can go a long way. After all, a good environment and a good attitude go hand and hand. Creating a positive workplace for your employees is a lot easier than you think. You'll want to first start with the basics. Find out what employees need. A simple survey can assess if employees are getting the essentials" i.e., clean facilities, appropriate lighting, and easy access to supplies. Once you have the basics covered, you can progress to the more unique needs and requests. Perhaps you could ask employees for their top three suggestions as to what would improve the working environment the most. Your options are going to be limited to your budget, but there are inexpensive solutions. In fact, a little can go a long way. For example, you could use a vacant room to serve as a retreat for employees. You can play relaxing music in the room, and invest in some comfortable chairs or couches. Or if you have extra money to spare, you can do something like St. Charles Medical Center in central Oregon did. Patients and employees at this facility can relax by a cozy lava rock fireplace, enjoy a piano concert in the lobby and even fish for bass in a well-stocked pool! Remember, when trying to create a positive environment, the emphasis shouldn't only be on patient comfort, but also on creating a warm, efficient workplace to reduce employee stress and replenish their mind. ------------------------------------------ Whistle While You Work Boosting Morale You might not be able to change your work, but you can change your perspective on it. In fact, bringing a sense of joy to work is one of the best ways to avoid burnout and increase satisfaction on the job. Share these three morale-boosting tips with your employees. 1. Set goals and embrace challenges. Think of five challenging career goals that you would like to achieve. Aim high" maybe one of your goals is to become senior management. Record your intentions on paper. Place your goals somewhere where you will see them everyday" the bathroom mirror, a nightstand, etc. Going to work with these goals in mind everyday can help keep you focused and motivated. 2. Be a kid again. Tapping into your inner child at work has its benefits. Be curious. Take a look at things like a child would. Perhaps there are certain things on the job that you feel are done inefficiently. If that's the case, ask why. If the only answer you can get is, "that's just the way it's always been done" there might be a better solution. But remember" before you start pointing out problems, make sure you have at least one suggestion as to what could be the answer. 3. Maximize breaks. Do something you enjoy during your breaks. Take a short walk, bring your favorite book to work, write in your journal"¦the options are endless! ------------------------------------------ The Nursing Shortage Staying Positive in a Time of Crisis Keeping a positive attitude in the nursing profession right now is no easy task. According to the Journal of the American Medical Association, by the year 2020, the U.S. will be nearly 20% below the projected RN workforce requirements. Those in the profession cite disappointment, stress, low pay and decreasing morale as contributing factors to the shortage. While the nation as a whole is working on a solution, individual healthcare organizations can implement their own strategies and help remedy the situation to create a better environment for their employees. One area of focus that can help with the shortage is retention. Take note of the strategies below" they'll not only help keep your nursing staff, but help keep them positive: "¢When it comes to staffing and procedures, allow nurses to be part of the decision making process and problem solving. "¢Recognize and reward nurses who have done an excellent job, and who have shown superior commitment on the job. "¢Develop career advancement initiatives and identify opportunities. "¢Offer incentives or extra pay for nurses who help orient new hires. "¢Include another bonus if that new hire stays for six months or more. "¢Implement no mandatory overtime, less hours and more staff/patient ratio. Got a retention strategy or case study of your own? We'd love to hear it! E-mail us at: clintmaun@aol.com. Source: Healthline Systems, Inc. "The only place where success comes before work is in a dictionary." " Vidal Sassoon ------------------------------------------ Facts & Stats: Eighty-one percent of Americans recognize that there is a nursing shortage with 65% believing the shortage is either a "major problem" or a "crisis." According to an online health and safety survey conducted by NursingWorld.org.: - Eighty-eight percent of 4,826 nurse respondents reported that health and safety concerns influenced their decision to continue to work in the field of nursing. - Furthermore, 70 percent stated that acute and chronic effects of stress and overwork were their list of top three health and safety concerns. - Ten percent reported working overtime as many as eight times a month. According to the Journal of the American Medical Association, by the year 2020, the U.S. will be nearly 20% below the projected RN workforce requirements. ------------------------------------------ Stress Test Being in the healthcare profession, you may think that you know everything there is to know about stress. However, this short quiz may surprise you. Test your knowledge! 1. What year did the year "stress" enter the America vernacular? a) 1886 b) 1956 c) 1977 d) 1913 2. True or False: Stress has been linked to all the leading causes of death. 3. Job stress is estimated to cost U.S. Industry ________ annually. a) $365 million b) $1.2 billion c) $300 billion 4. True or False: Fifty to 65% of all visits to primary care physicians are for stress-related complaints or disorders. 5. Prozac, the antidepressant was introduced in this year: a) 1978 b) 1992 c) 1988 Answers: 1) b" Stress entered the American vernacular in 1956. 2) True" stress has been linked to all the leading causes of death (heart disease, cancer, lung ailments, accidents, cirrhosis, and suicide). 3) c" Job stress is estimated to cost U.S. Industry $300 billion annually. 4) False" Seventy-five to 90% of all visits to a primary care physician are for stress-related complaints or disorders. 5). a" Prozac was introduced in 1978. |