Abstract
As healthcare continues to evolve in post-Covid environment, nurse leaders face increasing challenges with guiding teams, improving engagement, and promoting overall wellbeing. Increasing work engagement is an important indicator of workforce sustainability and wellbeing (Schaufeli, 2021). Leaders foster a culture of wellbeing, safety, and support for employees in healthcare organizations with a human connection. The purpose was to reengage direct care nurses to implement wellbeing standards and reestablish the human connection among staff by utilizing engaging leadership concepts.
Faced with lack of council engagement, leaders from the Healthy Work Environment Council (HWEC) shifted their leadership style from transitional to engaging to implement wellbeing standards. Leaders identified and recruited members who were passionate about workplace wellbeing. The council utilized a SOAR exercise to harness member ideas and drive actionable changes. Meeting participation increased by 20%, and wellness programs expanded significantly. Staff now lead all initiatives and leaders continue to empower the members to grow and sustain programing.
HWEC surveyed the staff on the impact of wellness programs. Survey results revealed that 99% of staff felt valued and saw improved wellbeing from the wellness programs. Organizational turnover rates for nurses decreased by 3.26% and vacancy rates fell by 0.5% (MLH, 2024). Press Ganey scores for “Likely to recommend” increased to 79.45% and “Friendliness of nurses” to 88.09% both above national benchmarks (Press Ganey, 2024). Results demonstrated the positive impact of member engagement and the council's adaptability to provide meaningful programs to the frontline employees. Engaging staff that have a passion for workplace wellbeing creates an environment where their interests and skills can thrive.
Engaging leaders are essential for positive outcomes among teams. By altering their leadership style and improving relationships with members, enhanced engagement and increased productivity were achieved. HWEC leaders reestablished the human connection by empowering staff to feel autonomous and valued as they implemented wellbeing standards. Leaders effectively provided tailored programming to meet the psychological needs of staff. This unique programming fosters a supportive workplace culture and reestablishes a human connection that takes staff from merely surviving the post-pandemic era to thriving in this new healthcare environment.
Notes
References: Kelly, L., Gee, P., & Butler, R. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, (69), 96-102. https://doi.org/10.1016/j.outlook.2020.06.008
Kohnen, D., De Witte, H., Schaufeli, W., Dello, S., Bruyneel, L. & Sermeus, W. (2024). Engaging leadership and nurse well-being: the role of the work environment and work motivation-a cross-sectional study. Human Resources for Health,22(8). https://doi.org/10.1186/s12960-023-00886-6
Main Line Health (MLH), (2024). Workforce analytic update; Year in review FY24. Main Line Health. Retrieved 9/5/24.
Mazzetti, G., & Schaufeli, W. B. (2022). The impact of engaging leadership on employee engagement and team effectiveness: A longitudinal, multi-level study on the mediating role of personal- and team resources. PloS one. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9242457/
O'Connor, E., Prebble, K., & Waterworth, S. (2023). Organizational factors to optimize mental health nurses’ wellbeing in the workplace: An integrative literature review. International Journal of Mental Health Nursing, (33), 5-17. Doi: 10.1111/inm.13218
Press Ganey, (2024). MLH employee engagement survey April 2024. Retrieved 9/5/24.
Schaufeli, W. (2021). Engaging leadership: How to promote work engagement? Frontiers. https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2021.754556/full
Sigma Membership
Omicron Gamma
Type
Presentation
Format Type
Text-based Document
Study Design/Type
N/A
Research Approach
N/A
Keywords:
Workforce, Acute Care, Interprofessional Initiatives
Recommended Citation
Doody, Heike and Blaney, P. Ann, "Reshaping Workplace Well-Being: The Journey to Human Connection" (2025). Creating Healthy Work Environments (CHWE). 57.
https://www.sigmarepository.org/chwe/2025/presentations_2025/57
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Phoenix, Arizona, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Reshaping Workplace Well-Being: The Journey to Human Connection
Phoenix, Arizona, USA
As healthcare continues to evolve in post-Covid environment, nurse leaders face increasing challenges with guiding teams, improving engagement, and promoting overall wellbeing. Increasing work engagement is an important indicator of workforce sustainability and wellbeing (Schaufeli, 2021). Leaders foster a culture of wellbeing, safety, and support for employees in healthcare organizations with a human connection. The purpose was to reengage direct care nurses to implement wellbeing standards and reestablish the human connection among staff by utilizing engaging leadership concepts.
Faced with lack of council engagement, leaders from the Healthy Work Environment Council (HWEC) shifted their leadership style from transitional to engaging to implement wellbeing standards. Leaders identified and recruited members who were passionate about workplace wellbeing. The council utilized a SOAR exercise to harness member ideas and drive actionable changes. Meeting participation increased by 20%, and wellness programs expanded significantly. Staff now lead all initiatives and leaders continue to empower the members to grow and sustain programing.
HWEC surveyed the staff on the impact of wellness programs. Survey results revealed that 99% of staff felt valued and saw improved wellbeing from the wellness programs. Organizational turnover rates for nurses decreased by 3.26% and vacancy rates fell by 0.5% (MLH, 2024). Press Ganey scores for “Likely to recommend” increased to 79.45% and “Friendliness of nurses” to 88.09% both above national benchmarks (Press Ganey, 2024). Results demonstrated the positive impact of member engagement and the council's adaptability to provide meaningful programs to the frontline employees. Engaging staff that have a passion for workplace wellbeing creates an environment where their interests and skills can thrive.
Engaging leaders are essential for positive outcomes among teams. By altering their leadership style and improving relationships with members, enhanced engagement and increased productivity were achieved. HWEC leaders reestablished the human connection by empowering staff to feel autonomous and valued as they implemented wellbeing standards. Leaders effectively provided tailored programming to meet the psychological needs of staff. This unique programming fosters a supportive workplace culture and reestablishes a human connection that takes staff from merely surviving the post-pandemic era to thriving in this new healthcare environment.
Description
Hear how one council incorporated engaging leadership concepts and strategic planning activities to motivate members, increase staff participation and tailor programming to meet the psychosocial needs of staff. Get reenergized to promote a healthy practice environment that re-establishes the human connection, taking staff from merely surviving the post-pandemic era to thriving in the workplace.