A Continuation on Improving Staff Morale in the Respiratory Care Department

Abstract

Background: Our 2019 Improving Staff Morale in the Respiratory Care Department QI project showed a 63% increase in overall staff morale. Due to the positive results the project warranted continuation. In an effort to make our department the best it can be, the study will continue. A re-survey showed an abrupt decrease in morale.

Methods: Surveys have been and will continue to be sent quarterly or post interventions to evaluate effectiveness. Since our post survey showed lower than anticipated results, we will continue the QI project. The goal is to implement interventions that effect long-term positive change in staff morale. After interventions are implemented throughout the year by the shared governance team and leadership team, we will re-survey and trend the date to see if the implementations increased morale.

Results: After our post (third) survey the results showed a 23% percent decrease in overall staff morale. The decrease in staff morale correlated with critical care nurses receiving a $5.00 per hour bonus pay. Survey results also showed the therapists were not satisfied with their schedules. Neither of these influences are areas where shared governance can intervene. The results were presented to leadership, but changes to pay and schedules cannot be made. The decision was made by shared governance to continue the existing programs and created new interventions. As community out reach, a statement of support was sent to respiratory departments hardest hit by COVID-19. RT support began with our leadership team providing water bottles, meals, and words of encouragement. A t-shirt was also designed and sold. The largest overall positive impact was our Code Lavender day. This is a day where staff were able to unwind and de-stress. During the event, RTs had an opportunity to interact with a therapy dog, receive massages, speak with a chaplain, participate in various stress relieving activities, and food was provided. This day was welcomed with open arms from staff. A survey conducted after the Code Lavender day showed that morale was positively affected by 75%.

Conclusions: Programs will continue to be implemented that are within the scope of shared governance. The decrease in overall staff morale was influenced by factors that we cannot change. Shared governance will continue interventions that target mental health and overall employee support. We will continue to resurvey post interventions and make changes to our program. We will evolve with the needs of the department.

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