Introducing new technologies in healthcare settings often encounters friction, particularly when frontline staff are not fully engaged in the process. At Nebraska Medicine, successful implementation of a real-time locating system (RTLS) was achieved by prioritising nurse involvement, education and hands-on experience. Through strong collaboration between leadership, educators and technology vendors, the organisation created a model for integrating IT systems that are both effective and well-received by clinical staff.
Engaging Nurses from the Start
Gaining early buy-in from nursing staff is fundamental to the success of any clinical technology rollout. At Nebraska Medicine, IT leaders and executives approached implementation by directly involving nurses from the outset. Understanding that new systems often add responsibilities to nurses’ routines, leadership sought to align the purpose of the RTLS system with everyday clinical tasks, demonstrating how it could ease workflows and enhance safety.
Support from executives was visible and consistent. Leaders wore the same RTLS badges expected of staff, joined safety huddles to test the technology and sent unified messages about its purpose. Nurses were shown how features like programmable workflow buttons could simplify tasks such as turning off call lights automatically or improving communication about caregiver identity. This emphasis on practical benefits helped staff see the technology as a useful tool rather than an additional burden.
Education was adapted to hospital realities, with training sessions offered across all shifts and in a variety of formats. This inclusive approach made it easier for staff on night and weekend schedules to engage, reinforcing the organisation’s commitment to a smooth and equitable transition.
Creating a Culture of Learning and Confidence
Nebraska Medicine emphasised education not as a one-off event but as a structured and collaborative process. Education around the RTLS system was developed jointly by nurse educators, unit leaders, informaticists and the technology vendor, ensuring that it addressed both technical and practical concerns. By involving experienced nurses in the delivery of training, the education process carried immediate relevance and credibility for participants.
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Hands-on learning played a key role. Before going live, staff trained with the RTLS system in simulation labs, pushing buttons and simulating workflows. The technology was not just explained but experienced and feedback was collected in real time to make adjustments. These sessions allowed staff to become comfortable with the tools in a safe, low-stress environment, building familiarity and trust.
A particularly advantageous aspect of the implementation was that the pilot unit was new, with no active patient care during training. This allowed extended four-hour sessions that combined introduction to RTLS with other new systems. In existing units, this would require careful scheduling, but the same principles—flexibility, hands-on engagement and real-world relevance—remain applicable. The organisation’s approach avoided traditional slide presentations, instead offering immersive experiences that were immediately applicable to nursing roles.
Building Comfort Through Transparency and Support
Comfort with new technology does not happen automatically—it must be nurtured through communication, reassurance and transparency. The organisation addressed this by creating an open environment for staff to ask questions, raise concerns and receive immediate, informed answers. The presence of both educators and vendor representatives during training ensured that misinformation was swiftly corrected and understanding deepened.
Simulation and live environment testing gave nurses a chance to see the system in action. They could explore its features, understand its value in terms of time saved and communication streamlined and evaluate how it would integrate into their workflow. This ownership over the learning process fostered greater connection and reduced anxiety about the unknown.
Crucially, leadership communicated clearly about how data from the system would be used. Staff were assured that the RTLS technology would not be used for disciplinary monitoring, which helped establish trust. Policies around data handling were transparent, reinforcing a culture of safety and support. Nurses were encouraged to see the RTLS not as a tool for surveillance, but as one that enhanced both their effectiveness and their personal safety.
The RTLS deployment at Nebraska Medicine stands as a strong example of how technology adoption in clinical settings can succeed when staff are engaged, informed and empowered. From early buy-in and hands-on education to responsive implementation support and transparent communication, each stage of the process centred on the realities of nursing practice. By respecting staff perspectives and equipping them with tools designed to meet their needs, the organisation fostered a smooth transition that improved both operational outcomes and staff confidence. The key to their success lay not in the technology itself, but in the trust and collaboration that surrounded its introduction.
Source: Healthcare IT News
Image Credit: iStock
