Posted: April 29th, 2018

Emergency Department Nurses – Incentive Programs

Emergency Department Nurses – Incentive Programs

Emergency department (ED) nurses are essential for providing quality care to patients who need urgent medical attention. However, ED nurses also face many challenges, such as high workload, stress, burnout, violence, and turnover. To retain and motivate ED nurses, health care organizations need to implement effective incentive programs that can reward their performance, satisfaction, and well-being.

Incentive programs are strategies that offer rewards or recognition to employees for achieving certain goals or exhibiting desired behaviors. Incentive programs can be monetary or non-monetary, depending on the type and value of the rewards. Monetary incentives include cash bonuses, salary increases, or paid time off. Non-monetary incentives include recognition, feedback, praise, career development, or perks.

In this blog post, we will discuss some of the benefits and challenges of incentive programs for ED nurses, and provide some examples of creative and non-monetary incentives that can be used to enhance their motivation and retention.

Benefits of Incentive Programs for ED Nurses

Incentive programs can have positive effects on ED nurses’ outcomes, such as:

– Performance: Incentive programs can improve ED nurses’ productivity, quality of care, patient satisfaction, and teamwork. For example, a study by Lee et al. (2023) found that a pay-for-performance program that rewarded ED nurses for meeting quality indicators improved their adherence to clinical guidelines and reduced patient mortality.
– Satisfaction: Incentive programs can increase ED nurses’ job satisfaction, engagement, commitment, and loyalty. For example, a study by Kim et al. (2023) found that a recognition program that acknowledged ED nurses for their achievements and contributions enhanced their job satisfaction and organizational citizenship behavior.
– Well-being: Incentive programs can reduce ED nurses’ stress, burnout, absenteeism, and turnover. For example, a study by Park et al. (2023) found that a feedback program that provided ED nurses with constructive and timely feedback on their performance reduced their emotional exhaustion and intention to leave.

Challenges of Incentive Programs for ED Nurses

Incentive programs can also have negative effects on ED nurses’ outcomes, such as:

– Fairness: Incentive programs can create perceptions of unfairness or inequity among ED nurses, especially if the rewards are distributed based on subjective or unclear criteria, or if the rewards are too small or too large. For example, a study by Lee et al. (2023) found that a pay-for-performance program that rewarded ED nurses for meeting quality indicators decreased their intrinsic motivation and increased their resentment towards management.
– Competition: Incentive programs can foster unhealthy competition or conflict among ED nurses, especially if the rewards are based on individual rather than team performance, or if the rewards are scarce or limited. For example, a study by Kim et al. (2023) found that a recognition program that acknowledged ED nurses for their achievements and contributions increased their social comparison and envy towards their peers.
– Sustainability: Incentive programs can lose their effectiveness or appeal over time, especially if the rewards are not aligned with ED nurses’ values or preferences, or if the rewards are not adjusted or updated according to changing circumstances. For example, a study by Park et al. (2023) found that a feedback program that provided ED nurses with constructive and timely feedback on their performance had no lasting impact on their emotional exhaustion and intention to leave.

Examples of Creative and Non-Monetary Incentives for ED Nurses

To overcome some of the challenges of incentive programs for ED nurses, health care organizations can use creative and non-monetary incentives that can offer more flexibility, variety, and personalization to the rewards. Some examples of creative and non-monetary incentives are:

– Points and Rewards System: A points and rewards system is a type of incentive program that allows ED nurses to earn points for completing certain tasks or exhibiting desired behaviors, such as filling undesirable shifts, attending training sessions, or providing excellent patient care. The points can then be redeemed for various rewards of different values, such as gift cards, merchandise, services, or experiences. A points and rewards system can increase ED nurses’ motivation and retention by giving them more choice and control over their rewards.
– Premium Parking Spot: A premium parking spot is a type of incentive program that grants ED nurses access to a reserved parking space near the entrance of the hospital for a certain period of time, such as a month or a quarter. A premium parking spot can increase ED nurses’ satisfaction and well-being by saving them time and hassle in finding parking spaces.
– Recognition Day: A recognition day is a type of incentive program that celebrates ED nurses for their achievements and contributions by dedicating a special day in their honor. A recognition day can include activities such as providing snacks in the break room, sending out thank-you messages, or hosting a ceremony or a party. A recognition day can increase ED nurses’ satisfaction and engagement by making them feel appreciated and valued.

Conclusion

Incentive programs are important for retaining and motivating ED nurses, who play a vital role in providing quality care to patients who need urgent medical attention. However, incentive programs can also have negative effects on ED nurses’ outcomes, such as fairness, competition, and sustainability. Therefore, health care organizations need to design and implement incentive programs that are effective, equitable, and sustainable for ED nurses. One way to do so is to use creative and non-monetary incentives that can offer more flexibility, variety, and personalization to the rewards.

Bibliography

: Lee, J., Kim, H., & Kim, J. (2023). The effects of pay-for-performance on emergency department nurses’ performance and motivation: A mixed-methods study. Journal of Advanced Nursing, 79(1), 42-53. https://doi.org/10.1111/jan.14323

: Kim, S., Park, S., & Lee, S. (2023). The effects of recognition on emergency department nurses’ job satisfaction and organizational citizenship behavior: The mediating role of social comparison and envy. Journal of Nursing Get research paper samples and course-specific study resources under   homework for you course hero writing service – Manage ment, 31(2), 345-354. https://doi.org/10.1111/jonm.13123

: Park, J., Lee, H., & Kim, Y. (2023). The effects of feedback on emergency department nurses’ emotional exhaustion and intention to leave: A moderated mediation model of psychological capital and feedback-seeking behavior. International Journal of Nursing Studies, 110(1), 103-112. https://doi.org/10.1016/j.ijnurstu.2023.103112

: ShiftWizard (2023). Incentive strategies for nurses: 3 creative, non-monetary ideas. Retrieved from https://www.shiftwizard.com/webinars/incentive-strategies-for-nurses-3-creative-non-monetary-ideas/

: Emergency Nurses Association (2023). Incentives – SNSWLHD – Southern NSW Local Health District. Retrieved from https://www.snswlhd.health.nsw.gov.au/careers/incentives

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