3 Ways Nurse Managers Can Develop Millennial Nurses

Posted 107 CommentsPosted in Career, Millennials, Nurses, Strategies, Work

You’ve noticed one nurse is doing exceptionally well. They go above and beyond. First to arrive. Last to leave. You’ve often said to yourself, “she (or he) is ready for more.” Maybe they are ready for a promotion to unit manager. On the other end of the spectrum,  you have another nurse who always seems to be slacking. Documentation is never complete, seemingly always missing the important aspects of patient care. Medication passes are still late. Their communication is subpar, causing delays in the continuity of care. “These millennial nurses are lazy,” you tell yourself. Perhaps you need to let your slacker go? Or maybe they are very close to coming out on the other side but need help improving their weaknesses and developing their strengths. This is where you put your leadership skills (or lack of) to the test. Millennial nurses need more than a manager. They need a leader. As a leader, it is your responsibility to cultivate the strengths of your staff–enabling them to gain confidence. Choosing to help your employees grow, empowers them to take on more responsibility and make better decisions–millennial nurses included. 

Help each employee–individually–develop skills. Professional growth is high on the list for millennial employees. Take the time for one-on-one development. One nurse may be great at documentation but could use training in proper communication. Ask him or her to give other nurses tips on thorough documentation. Not only are you acknowledging this nurse’s strength, but you are allowing him or her to work on a weakness. Let your nurses know that you recognize their strengths! Acknowledge them! Create an environment that encourages your nurses to grow and develop new skills. Provide them with the tools and resources needed to be strong nurses. Make courses and training available–free of charge if possible– and accessible. Schedule the sessions for multiple days and times.

Delegate certain tasks. These tasks should be tasks that help each nurse grow in their weak areas. Some nurses may require these instructions to be step-by-step. Never leave them to figure it out on their own. Be available until THEY feel they no longer need your guidance. Once they have mastered one skill, slowly give them more tasks–showing you are confident in their abilities and building trust. Remember, a competent staff reflects highly on you. Be available to your nurses by making it easy for them to ask questions or get feedback, without the fear of being bothersome. Be eager and happy to answer questions.

Set expectations from the beginning of the manager-employee relationship. What are the goals? Share short-term and long-term goals. Ask questions. Have you asked that nurse why he or she has difficulty documenting? Maybe after sitting down, you realize he or she is not completing documentation because they really don’t know how to accurately chart. His or her short-term goal may be to document on each patient, thoroughly, for a shift. Long -term goal could be for you to be able to accurately paint a picture, based on their notes, in a month’s time. Setting an end goal leaves your employees empowered. Give objective feedback regularly. 85% of millennials say they want more frequent and specific input on how they are performing from their managers. Generation Y nurses want to know how they’re doing, what they can do to improve, and if they’re doing a good job–they want to hear it. 

Along with building skills, millennial nurses want access to leadership. Be available. Be supportive. Connect one-on-one. Know your nurses’ names, their roles, the shifts they work, etc. Listen to their concerns and provide feedback, ensuring that you tell them how much they’re contributing. To successfully manage millennial nurses, you need to learn to develop them. Enable your Gen Y nurses to grow professionally, develop new skills, and have access to you, when needed. 

Using Linkedin to Land your Dream Job

Posted Leave a commentPosted in Career, Strategies, Work

      So, you’re a new grad or you’re looking for a new job? You’ve submitted applications, perfected your interview skills, and followed up with all of your potential employers.  However, you still aren’t landing the jobs that you desire. You’ve revamped your resume to include all of your volunteer work and internships, but no one is knocking at your door or calling you back. Do you have a Linkedin account? Linkedin is the modern day resume. In fact, more employers are using Linkedin and it’s keyword search to find potential candidates. A professional LinkedIn profile is imperative for today’s workforce.  So, what exactly does one need to have a intriguing Linkedin profile? Let’s break down the anatomy of a dynamic Linkedin profile.

A professional headshot.  An account with a headshot is 11 times more likely to be viewed than one without it. First impressions are important. Be sure to use a professional headshot and not a selfie. If you don’t yet have the funds to pay for a professional headshot, here’s a hack that you can try: have a friend or family member take your picture, with a smartphone or a camera, against a light or white background. Be sure space is clutter free, and use an excellent app to filter the picture, with the goal of getting it to look as professional as possible. Everyone is screaming for a chance, be sure that your first impression makes the statement that you deserve that chance.

Headline.  The headline is essentially a 120 character of who you are! The headline’s primary purpose is to get the target audience to want to read on. It’s the second thing that recruiters will see when they come across your profile. Use catchy adjectives to describe who you are. Be creative and unique!

Summary.  Here is your chance to sell yourself.  It should describe who you are, who you are looking to work with, and what you can do for them. Write in the first person and not third. The limit should be 2,000 characters. It is vital that in this section you include your contact information.

Experience.  Three is the magic number. This is the number of jobs that most people deem as appropriate. You can upload presentations videos, PDF’s, etc. Here is your opportunity to show that you have the experiences and knowledge that your potential employer is seeking. If you are a new grad and don’t have any experience, this where you should list your internships and volunteer experience.

Skills and Endorsements. Brag on yourself here. List any and every skill that you have, that’s beneficial to your field.  Ask that former supervisors, co-workers, mentors, or those within your industry endorse your skills. Having your skills endorsed is equivalent to having your references checked. Your profile is 13 times more likely to be seen if you have skills listed.

Recommendations. These are your references. Recommendations are as good as having someone call up a reference on a job application. Since people are actually confirming you and your skills by recommending you, this shows that you have made an impression on others whom you have worked with.  

Accomplishments. Here you list certificates, accomplishments, and courses that you have obtained. This is your chance to boast and brag. Show yourself in a good light! List every and any accomplishment, no matter how grand or mediocre.

Publications. If you have had any work published such as blogs, articles, journal entries, etc, this is the place to list them. This is an excellent opportunity to show potential employers that you are versatile and that you bring exciting and outside perspectives. It also showcases your intellectual capabilities.

There are other tools that you can use to optimize your Linkedin:

  • Share your perspective on what’s going on in your industry
  • Share publications that you have written
  • Join groups
  • Weigh in on industry development.

Optimizing your Linkedin account is the new way to land that dream job!