Many nurses ask themselves, how can we as nurses implement changes in our units and departments? One way to implement change is by communicating in a narrative format; doing a synopsis of what has been happening on our unit or department. For example, how many patients have had complications as a result of coming in with an ulcer to the unit vs. the ones that may develop them in the hospital? Without laying blame on anyone, if this study is brought as a statistic and narrative then it may help the nurses see the importance of proper documentation on initial admission.
Everyone is always afraid of change but if presented in such a format where they are given the time to learn it, for example paid education to come to the training on an off day with different options given for the training based on the two or three shifts that a hospital or facility has. Once the plan is implemented for training, being able to have the educators follow up with how each nurse is doing, will show the staff that the management genuinely cares. It is important to know if the new transition towards the change is working and if not why, so that the training can be revamped. Once the nurses see that the change is going to make their jobs easier and the patient’s quality of care will be raised to a new level, they will be more receptive.
Stevens, K. R., & Caldwell, E. (2012, August 29, 2012). Nurse leader resistance perceived as a barrier to high-quality, evidence-based patient care. The Ohio State University Research and Innovation Communications. Retrieved from http://www.health.gov/communication/resources/Default.asp