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7/17/2018 3:25:19 PM
 
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Section 4: General Subject: Pines Peer Praise Msg# 1020507
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I say if the HR manager wants to implement this program for our staff why would residents even question it?
Because owners pay the bills???? So in my department as a peer I might recognize another nurse who stayed past the end of the shift to help me with a difficult patient admission. As a manager I might recognize a member of my staff who initiated a process or provided a good suggestion to improve patient safety on the unit. Vivian, the issue for me is not Peer Praise. My concerns deal with the implementation. If words mean anything, PEER Praise should not be a boss praising a worker; it should surely not be a worker praising a boss. You praising a fellow nurse is surely peer praise, and well deserved as you describe it. Finally, with regard to OPA's HR department, some may find it troubling to read the following publicly written words associated with that department: "everything that comes out of trumps mouth is a lie, he is a narcissistic, disgusting sub human sicko. I would not trust him to walk my dog let alone with the nuclear code. He is an ugly, unstable unfit orange pig in a suit." Regardless of party or politics, such statements should give no one a warm and comfy feeling about OPA's HR department. Not to mention this snippet: "LINCOLN...what an overrated president. Hard to believe he was a Republican..." |
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For reference, the above message is a reply to a message where: Colby and All, we had a similar prorgan in a health care facility where I worked and was a department manager. some of our employees really appreciated an additional word of praise, others felt not necessary. But there is really very little down side to the program. It inspires espirit de corps among the staff and reinforces the importance praise for good work (something good managers do routinely and poor managers do not do often enough). So in my department as a peer I might recognize another nurse who stayed past the end of the shift to help me with a difficult patient admission. As a manager I might recognize a member of my staff who initiated a process or provided a good suggestion to improve patient safety on the unit. I’m not a HR person, and I leave these kinds of decisions to the HR department, but these recognition programs seem to be a good thing for staff-and not a “everyone gets a trophy” program. I say if the HR manager wants to implement this program for our staff why would residents even question it? |
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