Recent discussions have highlighted how the current nursing leadership model often promotes failure among nursing leaders. When staffing is inadequate, nurse managers and directors of nursing are forced to cover patient care needs, leaving leadership duties undone. This creates a challenging situation: How can we address unprofessional behaviors without risking the loss of another nurse?
While I don't have all the answers, I'd like to offer five strategies I've used to address unprofessional behaviors and improve workplace culture:
Incorporate expectations for behavior and contributions to a positive work environment during the interview and onboarding process. Include these standards in position descriptions and evaluation processes. Be upfront about your commitment to improving workplace culture and your zero-tolerance policy for certain behaviors.
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Educate your team on how to respond assertively to incivility with a go-to statement. For example: "I feel uncomfortable discussing others when they aren't present. I'd appreciate it if we could focus on patient care." Or: "I'm uncomfortable when you speak to me this way. Could we step back and discuss this later?"
As a leader, set the standard for professional attire. While you don't need to wear formal business attire daily, your appearance should reflect the professional standards you expect from your team.
Train your team to communicate succinctly and professionally when giving reports to nurses, physicians, and other departments. Clear, reliable communication enhances professionalism and makes your nursing team valuable to other departments.
Call out unprofessional behavior when it happens. Provide constructive feedback on the spot, consistently and fairly. Remember, what gets measured gets improved. When your team knows you're monitoring and addressing unprofessional behavior, improvement will follow.
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