Disruptive behaviors, including workplace bullying and incivility, continue to plague health care organizations. A new report by the Healthy Workforce Institute highlights how health care leaders are using a new validated assessment tool to reliably measure the frequency of common disruptive behaviors in the workplace, quantify results and utilize data to inform a healthy workforce strategy.
“When health care organization address disruptive behaviors, they report safer environments, improved collaboration and communication, stronger staff engagement, increased morale and improved retention,” says Dr. Renee Thompson, a nursing professional development/bullying and incivility thought leader, and founder of the Healthy Workforce Institute, a global leader in addressing disruptive behavior in healthcare.
Healthy Workforce Institute’s new report provides health care leaders with 10 years of data collected about disruptive behaviors through a simple, practical, easy-to-use validated assessment tool and onsite educational workshops.
Healthy Workforce Institute’s Disruptive Behavior Survey (HWI-DBS) measures the frequency of witnessed and experienced disruptive behaviors in the workplace.
The 15-question survey is simple to administer and highlights overt and covert behaviors using a likert scale ranging from never to frequently. The HWI-DBS tool assesses common unprofessional behaviors that undermine a respectful workforce culture.
“We use the survey before and after an educational intervention at a health care organization, and the results provide leaders with clarity regarding common behaviors specific to their department and help us to develop a customized solution tailored to address their unique needs,” says Thompson.
Healthy Workforce Institutes’ validated tool is just the first step to addressing disruptive behaviors.
Thompson points out that health care leaders can better address disruptive behaviors and hold their teams accountable for professional conduct when health care organizations integrate a validated tool and raise awareness through ongoing education and development.
“The results are high-performing teams with increased retention and improved patient outcomes, and that’s a win-win for health care,” she says.