Q I'm struggling with my commitment to rounding on my unit. I don't think I'm the only one with a lack of time. Is rounding worth it? What are the benefits?
It's a stressful time right now. Our days seem consumed with meetings and putting out fires, mostly related to staffing shortages, which creates a constant state of never-ending challenges. Unit rounding takes time and energy but changing the way you conduct rounds may lead to positive outcomes.
In the past, leader rounding was associated with improved patient satisfaction.1,2 The focus was on connecting with patients in a caring, compassionate approach. Focusing instead on the nurses and other staff members can improve staff sense of support and belonging and goes a long way to build trust, helping them to feel cared for, recognized, and satisfied at work.3
Hedenstrom and others note that rounding is a focused, scheduled time to connect with employees.3 The essence of this time is communication that's genuine, authentic, and honest. An integral part of communication is listening. Asking "How are you?" shows caring and compassion.
This type of rounding fits with the relational leadership style. In a recent study, nurse leaders tested this leadership style; specifically, the Human-Centered Leadership in Healthcare.4 In theory, the style can impact nurse retention and turnover. Cultivating people, building community, and the sincere recognition of being human are the dimensional aspects of this leadership style.
What this new way of rounding looks like depends on you, the unit you manage, and the staff members who work on that unit, but consider these factors:
* Visible support and connection are important. Try to be visible to all staff. If the unit is 24/7, show up on nights and weekends for rounds. Start with scheduling rounds weekly, rotating them so that you're visible to most staff who are working that week. Increase to two to three times per week or daily if possible. Treat rounds the same way you would an important meeting-put the time on your calendar and stick to it. The timing of the rounds also depends on the specific unit; try to schedule rounds during the usual down times.
* Allow enough time for rounding but limit the time spent. You may have to experiment to see what works best. The length of time depends on the size and complexity of the unit.
* Remember your goals are to connect with staff, cultivate trust, and build community, so every conversation is an important one. Ask questions and listen for ideas, solutions, and challenges.
* Effective, caring communication is key. Be honest and transparent; show your unique caring approach.
* Support new ideas that come from staff; encourage innovation.
* Show that you're an advocate for your staff; respond to issues and challenges in the moment and always follow up.
* Interject into the rounds employee appreciation with meaningful recognition. A simple thank you goes a long way. Follow up with handwritten notes, if possible.
* Consider inviting senior leaders to your rounds. It's helpful for staff members to see upper management and have their voices heard.
Scheduling and committing to rounds can be challenging, but the rewards will pay off. Cultivating, supporting, and communicating with those who report to you builds trust and adds joy and meaning to our work.
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