Nurse Perceptions of Strategies to Increase NDNQI Survey Participation

Purpose:
Participation in the NDNQI Survey at a Magnet facility improved from 81% to 91% to 95%. Numerous strategies were implemented to improve participation however it was unclear which strategies should be retained for future surveys. The factors influencing participation were investigated.

Significance:
The ability of NDNQI data to identify low performing units and evaluate interventional changes is threatened by nonresponse sampling error. All institutions strive to obtain high participation rates when conducting NDNQI surveys. Cost-effective methods to recruit nurse participation are essential.

Strategy and Implementation:
Strategies to encourage participation in a recent RN Job Satisfaction and Environment of Care survey included email reminders, manager/peer encouragement and the chance to win a weekly and final prize. Email reminders focused on creating a perceived competition between units for participation rates leading to prizes for those units achieving the highest rates. Two “tiers” of competition and awards were established due to the fact that very small units have an easier time of achieving 100% participation than very large units. Bi-weekly reminders served to provide the progress of the completion and congratulate those units achieving high rates early, and encouraging lagging units to join in the fun and competition. Managers reminded staff of the importance of the NDNQI data.Two weeks following a recent NDNQI Survey, a 14 item Likert questionnaire was distributed to 350 nurses. The items asked if a strategy was a strong, moderate, not much,or no influence on their participation.

Evaluation:
The three strongest influences on nurse participation concerned empowerment:“Information obtained can change the environment” “Participating is a professional responsibility” “The survey provides feedback to administration”. Achieving the highest unit participation ranked fourth.Prizes ranked low.

Implications for Practice:
Professional pride combined with unit pride influences nurse participation rate. Weekly communication promoting professional obligations should capitalize on unit-to-unit competition. Tangible rewards may be simple gestures of appreciation. Nurse Managers must actively promote participation.