Keeping staff engaged

hillsandovals@email.chop.eduhillsandovals@email.chop.edu
in CDI Management

Hello fellow CDI.  I have been trying to think of several ways to keep staff engaged. I hate to say that I think that staff are becoming bored. How do you keep your staff engaged?

Thanks

Comments

  • kbalogunkbalogun
    How old are they (the staff)? 

    Are they professionals?

    What gives you the impression they are bored?

    Do they complete their work on time?

    Do you have other things to do besides baby-sitting grown adults in a professional environment?

    Well, you  can try what I did at my last job . . . fire YOURSELF. That way, you get rid of the overbearing boss so the staff can be more productive. Works all the time!
  • morris-jeff@CooperHealth.edumorris-jeff@CooperHealth.edu
    kbalogun said:
    How old are they (the staff)? 

    Are they professionals?

    What gives you the impression they are bored?

    Do they complete their work on time?

    Do you have other things to do besides baby-sitting grown adults in a professional environment?

    Well, you  can try what I did at my last job . . . fire YOURSELF. That way, you get rid of the overbearing boss so the staff can be more productive. Works all the time!
    Dear kbalogun, 
    I'm just going to put this out there...I don't appreciate your comment to Stephanie's question! The ACDIS forum is a safe place for members to come ask questions, network, & learn from each other. If you have nothing constructive to add....don't add anything!!

    I applaud a manager for sensing something is wrong with her team & wanting to fix it rather than take the easy way out by sitting back & watching her team crumble. 

    She didn't mention that her staff weren't getting their work done or she was constantly having to stay on top of them, rather she came to this forum seeking different strategies to keep her team engaged. 

    Instead of suggesting she fire herself, you couldn't discuss staff education, career ladders or anything that you've done to keep yourself engaged in this great profession of ours??

    You are a bully & the membership here isn't going to tolerate it!

    Keep up the good work Steph!!

    Thanks, 
    Jeff


  • Amy_Stremming_1992Amy_Stremming_1992
    I agree with Jeff. The original post sounded like it came from a great manager who cares about her staff and wants them to be happy. I commend that attitude!

    There was no reason to be nasty to her. If you do not have something useful to contribute to the discussion, just say nothing at all.
  • evanspx@sutterhealth.orgevanspx@sutterhealth.org

    I endorse the sentiment expressed by Amy and Jeff.   We use this forum as an informal forum to respectfully share ideas and suggestions.


    Paul

  • hillsandovals@email.chop.eduhillsandovals@email.chop.edu

    Thanks Paul, Jeff and Amy, I was not offended by kbalogun. Yes, I am a caring manager who wants to see this new program strive to be the best and take it to the next level. I am looking for ways to do so.

    Thanks, again.

    S

  • tmcginn@northshore.orgtmcginn@northshore.org

    I can share with you my experience and ideas. You may have tried some or more of these already.

    When our CDI team took on Quality reviews for PSI's and mortality charts they enjoyed having that new population and challenge. I have had some of my team to develop our education and orientation materials themselves, to orient new providers themselves, and to develop and deliver lunch-and-learn inservices for providers. In the year leading up to ICD-10, I asked each of them to choose a topic and present that topic monthly to the other members of the CDI team to help each of us learn something unique about ICD-10: documentation / coding / DRG shifts / loss or gain of CC/MCC, etc . I have challenged a couple of my team members who are very tech-savvy to serve as leads on some of our software upgrades and electronic workflow changes. Many on my team have verbalized they like going beyond the day to day by having additional opportunities made available to them. Some of the opportunities I do partner or mentor them and others they fully take the lead on alone.

    Tricia McGinn, RN

    Director, CDI, NorthShore University HealthSystem

  • hillsandovals@email.chop.eduhillsandovals@email.chop.edu
    Thanks Tricia, we have done a few of these suggestions, but has feel a little by the waist side with other things going on. I will reinstate to keep up the momentum. 

    Best,

    S
  • kbalogunkbalogun
    Denise:

    Glad to hear you weren't offended. Nothing offensive in my suggestion. 

    Anyway, talk to your CDIS'. If you dont know what to do to keep them engaged, maybe they know? What works in Chicago, most likely will not work in Philadelphia. I am sure your CDS' are smarter that the ones at Northshore. CHOP Baby!

    Lunch and learn is most likely not feasible at CHOP, PSI and mortality probably done by someone else so not part of CDI responsibility etc. So talk to them, you may learn one or two things. 

    Work for the sake of work, like what someone offered above, is the surest path to ruining the morale of your staff. Put yourself in their shoes. 

    Good luck boss!

    PS: Still curious why you think they are bored? Are you not busy enough? Well, if you can't take yourself out, I understand (after all, you cant love CHOP more than you love your paycheck). . .  maybe you have more than enough CDS'. Fire one or two of your employees . . . I tell ya, nothing ENGAGES the mind more productively/boost morale like the threat of being fired  :D

    Sincerely,
    World's greatest and most traveled Clinical Documentation Specialist.
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