The power of teamwork in the realization of institutional goals cannot be underestimated. Teamwork has been recognized as the main fuel that makes all systems work like properly oiled gears to achieve desired outcomes. Yet some barriers, like stifling employee behaviors, exist and they prevent collaboration in the workplace.
Of the numerous studies done on the factors that lead to organizational excellence, collaboration always makes it to the top of the list. Traditionally, members of a healthcare team convene face to face, or exchange emails to collaborate. Nowadays, with the advent of new technology and innovation, collaboration can become more time- and process-efficient
82% of nurses say that communication barriers have a high to very high impact on their efficiency at work.
A 'communication-fail' day can be a typical day in a nurse's life. For many nurses, they are hungry for a solution that can help them on a day like this. How badly do they need a communication solution?
The use of technology in creating a shared hub for effective communication is one of the major factors in achieving healthcare team success. It also prevents medical errors and client injury as a result of communication failures. Having a common online portal available where healthcare providers could work on the same goals of improving their patient's health as well as their experience while receiving care should be every organization's endeavor.
Working as a healthcare practitioner, whether as a physician, nurse, therapist or some other professional, you might have observed some form of a gap between senior management and staff, or among different healthcare professionals. Any institution or organization, big or small, is not immune to this problem. What should be done to close the gap?
The number of flights across the globe has exponentially increased since two decades ago, but the airlines have significantly made safer air travels more than ever. How did they do it? If healthcare is to make a major overhaul of its safety efforts, we must be willing to look into the aviation industry's proven ways to prevent medical errors and address patient safety issues.
Many of us in the healthcare sector have had our shares of hectic schedules. How many coffee breaks and lunches have we skipped just to get all our work done for the day? We have stopped counting. Most times we feel we are robbed of precious hours that we could have spent somewhere with our families or just for “me” time. Organizational stress usually happens due to overload brought about by change.
Enforcing change as part of process improvement is one thing, and getting people to change the way they think and act to embrace the change is another. The latter is such a humongous to an almost impossible task for the senior management. Getting employee buy-in becomes like chasing the end of a rainbow.
In the management of an organization, managers often fall into the temptation of relying on what they see to assess an employee’s performance. Come the time for their performance appraisal, that employee is given an excellent rating and high ranking even if they do mediocre work. This is a big mistake.
Have you ever received or completed a performance evaluation that had no meaning or input regarding how you or your employee was actually performing? In the last ten years, organizational functions that are responsible for performance management and employee evaluations have taken a step back and re-evaluated their approaches to this process.
Are you a charge nurse? A Recruitment Manager? A laboratory head? Or do you know someone who is?
These are the leaders who are in the middle management. They are not CEO’s and directors. They are not staff either. But they stand somewhere in between these extreme levels in the hierarchy. While it’s true that being in the position carries with itself some prestige, honor and a pay grade higher than those of the staff, lives of middle managers aren’t at all that easy.