Date of Graduation

Fall 12-16-2021

Document Type

Project

Degree Name

Doctor of Nursing Practice (DNP)

College/School

School of Nursing and Health Professions

Department/Program

Nursing

Program

Executive Leader DNP

First Advisor

Dr. K.T. Waxman

Second Advisor

Dr. Elena Capella

Abstract

Problem

Healthcare organizations offer different methods of training for emerging and newly hired Assistant Nurse Managers (ANM). Without sufficient orientation to what the role requires, new ANMs receive many requests without adequate guidance on how to respond to patient, staff, and leadership requests. This experience creates unhealthy work environments with low job satisfaction and high turnover rates.

Context

Peer feedback provides an opportunity to reflect on the purpose of the Assistant Nurse Manager role. With sufficient orientation and peer feedback, front-line assistant nurse managers develop competency and role satisfaction, as evidenced by reduced turnover and improved retention.

Intervention

This project implemented a peer feedback tool and process correlated with seven specific behaviors evaluated annually. The ANMs completed work engagement surveys before and after peer feedback implementation.

Outcome Measure

This project used the nine-question Utrecht Work Engagement Survey (UWES) to measure teamwork, happiness in the role, and relationship variables pre- and post-implementation of peer feedback. This project also measured turnover rates compared to assistant nurse managers in 2018 and 2019.

Results

UWES results revealed improved scores for “always” and “very often” questions related to job or role happiness, pride, and immersion. These answers coincided with worsened scores related to “rarely,” “almost never,” and “never” questions related to a poor job or role happiness, pride, and immersion.

Conclusions

The peer feedback process improved relationships, teamwork, and transparency with higher leaders, including the Chief Nurse Executive. The open dialogue between peers and in group settings with the Chief Nurse Executive, Organizational Development Leader (ODL), and Care Experience Practice Leader (CEPL) offered a reflection.

Dissemination

The peer feedback process will disseminate throughout all levels of nursing at this medical center.

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