2018 Wellness: Prioritizing Staff Well-being to Improve Intraoperative Communication and Morale

Nursing staff members in the Neuro Operating Room are at risk for high levels of burnout, and have demonstrated low employee engagement scores. Burnout and disengagement manifest in various ways that impair patient care. Previous attempts to reduce burnout and increase engagement included partnering with human resources for team building exercises, through which we identified our values/desires for our workplace culture and made a compact to guide future conduct, but the gains haven't been sustained over time. The 2018 wellness champions set out to identify factors that contribute to low engagement and burnout, and bridge the gap between resources that may help us alleviate those stresses or mitigate those factors, and our staff.

2018 Wellness: Prioritizing Staff Well-being to Improve Intraoperative Communication and Morale Project Introduction Nursing staff members in the Neuro Operating Room are at risk for high levels of burnout1, and have demonstrated low employee engagement scores2. Burnout and disengagement manifest in various ways3 that impair patient care . Previous attempts to reduce burnout and increase engagement included partnering with human resources for team building exercises, through which we identified our values/desires for our workplace culture and made a compact to guide future • conduct, but the gains haven't been sustained over time. The 2018 wellness champions set out to identify factors that contribute to low engagement and burnout, and bridge the gap between resources that may help us alleviate those stresses or mitigate those factors, and our staff. • • BASELINE ANALYSIS & INVESTIGATION We established the presence and nature of our problem through a combination of tools 3 1 2017 Engagement Survey showed Neuro Operating room engagement to be below the median • selected for multiple-choice questions but open ended questions left blank. The second survey was conducted electronically and reformatted to reduce the burden of response. However, we could not email everyone directly from SurveyMonkey, which would have allowed us to track who had replied, while maintaining anonymity. An incorrect link to 2nd half of survey delayed responses. Committee meetings were infrequent due to workplace demands: lack of "down time" to meet while on shift, and time scheduled outside these hours would be unpaid. Several staff members were invited but declined committee participation. Our Interim-Manager has been happy to schedule in-services on wellness topics, but asked us to defer efforts to address more specific concerns raised by the initial survey until a new manager is found and can officially sanction meetings/wellness and integrative health ambassador/off-site events. IMPROVEMENT DESIGN & IMPLEMENTATION • The first step of our intervention included forming a team to identify sources of stress, and brainstorm ways to address them. • Once our Wellness Committee was assembled, we held an introductory inservice to survey our unit about their level of awareness of, interest in, and ability to use the wellness services already available through HR/the resiliency center/etc. as well as their starting level of burnout/compassion fatigue. 2019 2019 Physical Therapy Presents on Injury Prevention in the Workplace Intuitive Eating Training 2019 2019 2 TBD 2018 2018 Needs Assessment Results Wellness and the Resiliency Center, Megan Call and Wellness Committee 2018 2018 Flu Shot Campaign CNOR and UACT Promotion Follow-up Survey Disseminated Breakfast Potluck/Mixer 2018 Wellness Committee Intro and Burnout Survey TBD River Float Activity 2019 2018 Everyday Resilience, presented by Megan Call 2018 HR Benefits Team Presents during Staff Meeting Stop The Bleed Training • With the needs assessment results as our guide we set up a monthly schedule for training and activities, and designated two spaces on the unit to post flyers with opportunities for improved wellness (updated weekly). • Other interventions in the works include presentations on the Tobacco Free Campus policy and Stretch and Strengthen at your Desk, & a pet board. Project Insights Stacey Larsen, BSN, RN; Katrina Smithee, BSN, RN, CNOR PROGRESS TO DATE: The CNC OR now has a Wellness Committee, which aims to organize at least one wellness-focused in-service or staff activity each month, and to investigate and promote opportunities for improved wellness available within our institution and the greater community on an ongoing basis. We have ranked priorities and are adding to our team so it may include representatives from each staff role/stakeholder type (RN, ST, HCA, etc.). Twice a year we will conduct a refined survey to adjust those priorities. ROADBLOCKS/LIMITATIONS & BARRIERS: • Low rate of return for our initial, paper, survey. Many were returned incomplete; options