b'practice .During Phase Three,their faces but mocked or insulted behind their backs;momentum was sustainedbeing mocked or having a nurse roll his/her eyes;by empowering nurses,and being made to feel stupid or incompetent . Upon recognizing role models, andreassessment, reports of all these behaviors showed a building relationships . Thesignificant decrease in occurrence. In 2018, after the following tactics were used;program was implemented, employee satisfaction and creating and communicating a process for recognizingengagement overall hospital wide was rated as Tier 1, and addressing disruptive behaviors with the help ofthe highest engagement and satisfaction tier . The overall the Talent Management team, including documentationoutperformance demonstrates positive outcomes needed for termination, creating a recognition andrelated to working within a healthier workforce . Notably, rewards program for professional conduct and rollinghigher nursing satisfaction was found to directly out specific unit-based initiatives to improve thecorrelate with higher patient and family satisfaction healthy work environment. Phase Four finalized thescores in one unit reporting significantly improved process with hardwiring and sustaining a new norm . Healthy Workforce behaviors . In July 2017, prior to Currently, Healthy Workforce best practices hospitalimplementation, the nursing care category questions wide are being continuously adopted through thefor this unit, friendliness/courtesy of nurses, nurses organizations Nursing Shared Leadership Councils . attitudes towards requests, and staff worked together to care, were overall scored at 87 .5 percent . By Prior to the start of the initiative, nurses surveyed onDecember, 2017 these were all rated at 100 percent, unhealthy behaviors in the workplace reported mostindicating significant improvements in patients and frequently witnessing seeing nurses treated nicely tofamilies perception of care . Nursing Annual Report 2018 - 2019 21'