Bringing Talkspace on board should expand behavioral health services for UHS’ existing patients, while ushering more consumers through the health system’s doors, UHS CEO Marc Miller said.
]]>Meaningful recognition is a foundational component of healthy work environments and is strongly associated with nurse satisfaction, engagement, and retention. Emerging research demonstrates a persistent gap between organizational recognition strategies and what nurses themselves perceive as valuable. It is imperative nurse leaders consider evidence on nurse preferences for recognition and identify commonly ineffective approaches.
Recognition in nursing is not merely a morale booster—it is an evidence-based strategy linked to improved retention, reduced burnout, and enhanced organizational outcomes. Meaningful recognition is defined as acknowledgment that is authentic, individualized, and reflective of a nurse’s professional contributions. However, healthcare organizations often rely on standardized or symbolic gestures that fail to resonate with frontline staff, likely with cost as big factor.
Recent research indicates that salary and financial recognition remain the most valued form of acknowledgment among nurses. This reflects a shift from earlier assumptions that intrinsic motivators dominate. Pay, bonuses, and equitable compensation signal organizational respect and validation of workload and expertise.
Private, sincere verbal recognition and written acknowledgment rank immediately behind salary in importance. Nurses consistently report valuing: direct feedback from immediate supervisors, specific recognition tied to clinical actions, and timely acknowledgement following meaningful events. Recognition is most effective when it is personal, specific, and delivered by someone perceived as credible.
Nurses want to feel respected as professionals—not simply praised. Recognition that affirms clinical judgment, autonomy, and expertise contributes significantly to perceived value.
Scheduling flexibility and workload considerations are increasingly recognized as meaningful forms of appreciation. These operational changes communicate respect for nurses’ well-being more effectively than symbolic rewards. People are more likely to stay in an organization that recognizes them as humans, acknowledging the fact they have important matters to attend outside of work and showing respect for that.
Recognition preferences vary widely based on demographics, role, and experience, underscoring the importance of individualized approaches rather than one-size-fits-all programs and trinkets.
Widely cited across surveys, tokenistic gestures such as food-based rewards or generic appreciation events are often perceived as superficial and disconnected from real workplace challenges. Food rewards are how dogs feel special and know they did something correctly, and does anyone really want a hospital branded key chain?
Recognition programs that rely solely on public awards (e.g., employee-of-the-month, unit star) may fail to capture the contributions of quieter or less visible staff and can feel inequitable. These can often feel like there was not much thought behind them, and can seem to cycle through the full roster of nurses, giving an ‘everyone gets a trophy’ feel.
Annual recognition events lack immediacy and fail to reinforce desired behaviors in real time. Acknowledging excellence in a delayed fashion almost demeans the act/behavior, relaying to the doer their action was not significant enough to garnish praise on the spot.
Meaningful recognition is strongly associated with increased job satisfaction and engagement, improved retention and reduced turnover, stronger alignment with transformational and authentic leadership styles, and improved morale. Organizations implementing structured recognition systems aligned with healthy work environment standards demonstrate improved staffing stability and reduced workplace distress.
Nurse leaders can and should advocate for competitive salaries and retention bonuses, and implement spot bonuses tied to exceptional clinical performance. Time and again, it has been proven to increase patient safety and improve outcomes in units where there is less staff turnover.
Immediate specific feedback avoids losing impact from a delay. Daily recognition for excellence should be common (e.g., end-of-shift acknowledgment)
Leadership including management and Charge RNs should conduct routine check-ins to identify individual preferences, and avoid assuming uniform motivators across staff
No pizza tastes as good as being fully staffed. By improving staffing ratios and scheduling flexibility, it communicates to the staff that their work load and time is valued. Leaders must recognize workload realities rather than compensating with symbolic gestures, especially of the “sorry we’re short today but I put out a box of Girl Scout Cookies in the break room” variety.
Managers can combine informal (peer-to-peer, verbal) and formal (awards, compensation). It is satisfying to be recognized by a supervisor, but equally so to know your peers acknowledge your good work and effort. This can be something as easy as a bulletin board where staff can write thank you notes or shout outs to each other. There should be accessibility and fairness across all staff roles when implementing this sort of recognition.
Staff appreciation should be normalized across the entire organization. This should be so embedded into the culture that it is seen as the norm. Organizations must align recognition practices with leadership competencies and integrate recognition into performance management and governance structures
The evidence is clear: nurses value recognition that is authentic, individualized, and materially meaningful. While traditional appreciation efforts persist, they often fail to address the core drivers of nurse satisfaction. For nurse leaders, the path forward requires a shift from symbolic gestures to systemic, evidence-based recognition strategies that affirm both the professional and personal value of nursing work. It is essential for this to become a part of health care culture if we are to maintain consistently high levels of patient safety and satisfaction, as well as retaining highly skilled nurses.
By aligning recognition practices with what nurses actually want—fair compensation, genuine acknowledgment, and meaningful support—healthcare organizations can foster more sustainable, engaged, and resilient nursing workforces. And in the least pizza party way, thank you for all you do.
American Association of Critical-Care Nurses. (n.d.). Meaningful recognition. https://www.aacn.org/nursing-excellence/healthy-work-environments/meaningful-recognition
AONL. (n.d.). Meaningful recognition for nurses differs widely, study says. https://www.aonl.org/news/Meaningful-recognition-for-nurses-differs-widely-study-says
American Society of Registered Nurses. (n.d.). What meaningful recognition looks like for nurses. https://www.asrn.org/journal-nursing/3065-what-meaningful-recognition-looks-like-for-nurses.html
Elite Learning. (n.d.). How nurses actually want to be thanked. https://www.elitelearning.com/resource-center/nursing/how-nurses-actually-want-to-be-thanked/
Hehman, M. C., Fontenot, N. M., Ramos, C. D., Muyco, J. D., Hayes, A. E., Meyer, R. E., & Asirifi, K. (2025). Registered nurses and meaningful recognition: Contemporary preferences of a diverse workforce. American Journal of Critical Care, 34(5), 335–344. https://doi.org/10.4037/ajcc2025995
Raso, R., Zimmermann, D., Masick, K., & Fitzpatrick, J. J. (2025). Meaningful recognition: A national study with implications for nurse leaders. Nurse Leader, 23(5), 102450. https://doi.org/10.1016/j.mnl.2025.102450
]]>This year, 395 nominations from over 80 health care facilities were received from CNF Partners Centennial AHEC, Denver Regional Nurses Association, Pikes Peak Nightingale Association, San Luis Valley AHEC, Southwest Collaborative Committee, and Western Colorado Nightingale . Each of these partners selected finalists, known as Luminaries, for the sixteen Excellence in Nursing Awards. There were 78 Luminaries selected . Sixteen recipients were then selected from among the Luminaries by a State Selection Committee, comprised of members representing each of the participating groups and members of the CNF Board.
Emcee Mark Vickers introduced the luminaries from each region, and each received a medallion. Crystal Awards were presented to each recipient by CNF President Margaret Mulhall as Mark shared their remarkable accomplishments. Congratulations to the 2026 recipients:
To learn more about all of the Luminaires and Recipients, and to see photos of the event visit https://www.coloradonursesfoundation.com/gala2026.
]]>Bringing Talkspace on board should expand behavioral health services for UHS’ existing patients, while ushering more consumers through the health system’s doors, UHS CEO Marc Miller said.
]]>Left behind on the decoy plane were Secretary of State Marco Rubio, Treasury Secretary Scott Bessent, White House deputy chief of staff Stephen Miller and other administration officials and aides. The only people deemed worthy of saving from Iran’s reported threat were people whose full-time jobs are tending the president’s body and, more importantly, his ego: Natalie Harp, who writes Trump love letters, and whose main job is showing him flattering social media posts. Body man Walt Nauta. Dan Scavino, Trump’s former golf caddie. Oh yeah, and Pete Hegseth.
The defense secretary’s inclusion on this list does not suggest he is an especially well-regarded or important person, especially when other prominent Cabinet members — not to mention White House reporters — were left vulnerable to the rumored assassination threat. On the contrary, his inclusion in Trump’s flock of flatterers is another sign that Hegseth’s main skill is fluffing up the narcissist-in-chief. It helps explain how Hegseth — unlike former Cabinet members such as former Attorney General Pam Bondi or former Homeland Secretary Kristi Noem, who recently lots their jobs — seems in no danger of losing his job, even as his manifest incompetence is a big part of the reason Trump is losing the war with Iran. He may be bad at running the military, but Hegseth is good at lying to (and attacking) the press and stroking his boss’s ego, which are the only skills that count in Trump’s White House.
Recent news about the ongoing disaster aboard the USS Abraham Lincoln is another reminder of why Hegseth may indeed lead the highly competitive race to be the most hated man in Washington. Both Stars and Stripes and the Military Times reported that multiple service members had attempted to jump off the aircraft carrier, which has been deployed for over eight months without any real breaks. Sailors are reportedly “struggling with exhaustion and declining morale, including reports of suicidal thoughts,” explained Alison Bath of Stars and Stripes.
The details coming from family members offer a chilling illustration of how little regard Hegseth has for the actual well-being of service members, even as he releases videos implying they have low testosterone levels or berates them for being “fat” or “beardos.” Sailors have reported being fed “rotten” food or barely being fed at all, and desperate family members have been begging the Navy for relief. The wife of one sailor told MS NOW’s Priya Sidhar that the company is working 12-14 hour days and that her husband “said that he was exhausted working on the flight deck.” He also raised safety concerns with his superiors. “His prescription contact lenses had expired,” Sidhar reported, “and he told his chain of command that he couldn’t even see what he was doing, and he was worried about causing accidents.”
Hegseth, though, is shrugging off the concerns, telling reporters the issue is “completely misrepresented” and that the service members have “everything we can provide them at every single moment.”
Trump was even more callous and dishonest about the suffering of the sailors, saying that the deployment was “not nearly long enough,” even though, at over 260 days, it has set a record for the longest deployment. (On Friday, the acting Navy secretary announced the ship would be returning to the U.S. and replaced by the USS George Washington.)
Trump and Hegseth clearly share a disregard for the lives of the very service members they are asking to wage war on Iran. But the debacle also reveals how Hegseth’s twisted priorities appear to have endeared him to his boss, seemingly above every other sycophant surrounding the president. Beyond operating in the Northern Arabian Sea to aid in logistics and serve as a deterrent to Iran, it seems like the reason the USS Lincoln is being held in this Kafkaesque hell is to shore up the illusion — or perhaps even Trump’s delusion — that the war with the Islamic Republic will be over soon.
The president, desperate to keep stock markets afloat and MAGA voters on the hook, has been playing a game for months where he announces a “deal” with Iran to end the war, usually timed to the market’s opening bell, buoying stock prices. But the news invariably turns out to not be true. The danger for Trump is that investors might finally wise up and stop falling for false promises. Swapping out a major aircraft carrier deployed in the Middle East, as the Pentagon is now planning to do, could blow the whole game up, as it is a tacit admission that the war is not ending in the next few days, as we’ve been told is happening for months. Sunday’s news, reported by the Wall Street Journal, that Iran is secretly planning to “escalate the war” will also not help matters.
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This pattern suggests Hegseth is far more concerned about his boss’s fixation on stock prices and media coverage than he is about listening to the advice of admirals, who have been bearing the brunt of complaints from families of service members over the USS Lincoln. Even by the low standards of Trump appointees, Hegseth has shown an eagerness to back up the president’s every lie and delusion, not matter the cost. This dubious distinction is no doubt why, even as he is shepherding what may turn out to be Trump’s most notable entry in a long list of failures, Hegseth was included in the small club of people Trump opted to save from a possible attack on Air Force One.
The secretary may be in Trump’s good graces, but in the real world, his reputation — which was never good to begin with, since he was comically unqualified for this job — is in the toilet. The American public loathes Hegseth. As CNN’s Harry Enten recently explained, at 22 points under water, Hegseth’s approval ratings are “the lowest of the low.”
Our Summer sale is on!
Hegseth is also widely loathed by fellow Republicans on Capitol Hill, even as they held their noses and voted for him to pacify Trump. As POLITICO reported, Hegseth has been “regularly trekking to the Hill in recent weeks and hobnobbing with lawmakers,” asking them to pass the largest defense spending bill in history. This request — asking Republicans to spend lavishly on weapons — should be as easy as talking Hegseth into another round of martinis at breakfast. But GOP members are worried about the midterms, and they don’t want to answer for the Iran war or the equally unpopular defense secretary.
Hegseth is likely to stay, though, even as Trump posts on Truth Social that he’s “extremely happy with the job that Pete Hegseth is doing,” including “getting rid of DEI.” Sure, the secretary has mismanaged the military to the point that sailors are reportedly attempting suicide. But he has blocked the promotions of talented leaders who annoy MAGA by being women or Black, and that’s what really counts.
One sailor who reportedly jumped overboard is only 19 — practically still a kid. The terror and trauma Hegseth is inflicting him and his fellow service members in this losing war points to a man with no moral character at all. No wonder Trump loves him.
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]]>Now, in a memo released Wednesday, the White House is attempting to fight back against cybercrime by encouraging private companies to go after transnational criminal organizations “by incorporating the ingenuity of the private sector.” Details are vague, but a fact sheet hints at combatting “transnational cybercrime, fraud and other predatory schemes against American citizens,” such as ransomware attacks, phishing schemes and sextortion.
U.S. hacking laws prohibit individuals and companies from launching cyberattacks. According to TechCrunch, “the private sector can defend against incoming cyberattacks, but not launch of operate them,” a policy that spans several presidential administrations.
This program is still in the very early stages, with more guidance coming in the next few months. But there’s no way this could possibly backfire, right? I’m kidding: Even under normal circumstances, giving private companies this much power is likely to incentivize inventing enemies to fight or drive unnecessary spending. That’s the military-industrial complex in a nutshell.
You could say this program comes straight out of the Age of Sail, in which governments issued letters of marque and reprisal, licenses that authorized privateers to essentially practice legalized piracy, with private vessels attacking enemies of the state. Think of American shipping companies plundering British ships, which was common practice once upon a time. These letters haven’t been issued since the Civil War, but the parallel is obvious and creates shades of gray that could present major problems. Just look at Capt. William Kidd, who was hired by the British government to hunt pirates, but was later executed for being one.
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Trump’s cyberattack program, in all likelihood, will just be another way for his tech-bro allies, like Peter Thiel of Palantir, to siphon more money from the government while doing next to nothing to actually protect Americans or improve their quality of life. This is especially concerning in light of recent news that the Homeland Security Department spied on left-leaning Minnesotans who criticized Immigration and Customs Enforcement. Think these tools and tactics won’t be used domestically? That would certainly buck the trend of U.S. tech companies that regularly surveil Americans, be it Flock Safety, whose ubiquitous cameras are being used to stalk people getting abortions, or Clearview AI, the facial recognition company that hunts migrants.
Our Summer sale is on!
A better solution might be to invest more in improved cybersecurity and critical infrastructure, like the power grids that risk being hacked. As they say, the best defense is a good offense. A digital bill of rights would be a major part of that by boosting privacy and protecting the level of data that corporations can siphon up about ordinary people. An even simpler solution, come to think of it, would be not picking fights with other countries that are likely to fight back. Alas, that’s probably too obvious a strategy for our tech-illiterate president, and not enough of a slush fund for Silicon Valley. Maybe someday we’ll have leaders who understand the internet and the importance of avoiding perverse incentives. Until then, it’s a good idea to keep your system software updated and use a strong password.
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]]>This story was originally reported by Jasmine Mithani of The 19th. Meet Jasmine and read more of their reporting on gender, politics and policy.
Flock Safety claims over 5,000 law enforcement agencies use its license plate readers to help locate missing persons, catch thieves and identify suspicious vehicles. The company is most known for its camera network, which extracts data about cars from photographs and allows operators to search for vehicles by description or license plate number.
But there’s been another persistent, unsanctioned use: officers stalking women.
At least 50 law enforcement officers have been accused or charged with the misuse of Flock or similar tools, and over half of the incidents involve surveillance related to romantic partners, per a recent investigation by The Washington Post. The reports include officers of all genders, but many cases involve a uniformed man stalking a civilian woman — or the people close to her. Forty-six of the cases tallied by The Post involved Flock equipment.
Flock is under fire as stories roll out about how its surveillance network has been used to find a woman who self-managed an abortion, share data with Immigration and Customs Enforcement and search for people based on race. The San Francisco Standard found at least 39 Flock contracts have been cancelled in 2026 so far, and community activists across the country continue to push for jurisdictions to ditch more.
But the problem is not only one company. Two law enforcement agencies in Colorado cut ties with Flock, only to shift contracts to Axon, another automatic license plate reader (APLR) vendor. The heart of the matter, advocates say, is this: New surveillance technologies are always appropriated to inflict intimate partner violence. Experts say systems like smart cameras and automated license plate readers are sold to the public as ways to increase safety, but there are few, if any, guardrails to prevent them from becoming tools of domestic violence.
LOVEINT, short for “love intelligence,” entered the lexicon in 2013 when National Security Agency (NSA) officials admitted some employees misused intelligence networks to spy on romantic partners. The revelation came as the country grappled with whistleblower Edward Snowden’s leaks exposing the vast reach of the agency’s surveillance. Snowden also talked about how intimate images stumbled upon by young NSA analysts would travel through the workplace.
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Any technology that has the capacity for mass surveillance is inevitably used for gender violence, said Reem Suleiman, senior campaign director at Fight for the Future, a digital civil rights nonprofit. She helps organize an effort to “deflock” Lowe’s, one of the company’s largest commercial clients.
“Even if you can find a use case or some utility for it, you cannot actually guardrail away some of these inherent harms,” she said. And those harms most often come at the cost of vulnerable groups like women, LGBTQ+ people and people of color.
At the same time, survivors of domestic violence or stalking use these surveillance products for their advertised purpose: to monitor their personal safety. Products like Ring, doorbells with always-on recording capabilities, are easier to set up than a closed-circuit security system, but how the data will be used by surveillance tech companies varies from brand to brand and is often unclear. There is a difference in levels of disclosure and control between a police officer having to ask someone individually for their private surveillance footage versus submitting a request to a corporation that isn’t obligated to give notice to its customers when it shares their data.
Eva Galperin, director of cybersecurity at the Electronic Frontier Foundation, has spent years working with survivors of domestic violence. That led her to co-found the Coalition Against Stalkerware, an international working group tackling the problem of software tools frequently used to spy on unknowing romantic partners.
Her efforts led the antivirus software Kaspersky to begin flagging the tools known as stalkerware as a privacy threat to its customers instead of labeling it as benign. But companies go under and relaunch with new advertising all the time. Galperin said she has seen how creators of stalkerware have resisted changing their product function in favor of rewriting ad copy to say their software is meant for parents, employees or “building trust in relationships.”
In response to cases of law enforcement officers across the country improperly accessing Flock for personal reasons, the company rolled out a voluntary audit tool in April. It requires precincts to opt in, and only catches abuse after it happens.
“We’re not going to change humans, and humans make bad decisions,” Garrett Langley, CEO and co-founder of Flock, told The Post. “What we can do is make sure that they know if you use this tool, you will be held accountable.”
Lucy Qin, a postdoc at Georgetown University who researches privacy, pushed back against this framing: “Shorter-term fixes can band-aid the immediate problem but do not address a long-term pattern,” she said.
Galperin is similarly skeptical of any potential features that could meaningfully curb stalking: “It is not salvageable technology because of just the sheer scale of propensity to abuse.”
The abuse wasn’t necessarily unpredictable, either. Galperin pointed out that Flock is frequently used by police, a population generally shown to have above-average rates of domestic violence. Qin echoed that unauthorized use of surveillance data among law enforcement isn’t unprecedented.
Langley told a TED audience in April that the misuse of the company’s technology was “a trade-off I can make” compared to the number of investigations he said it assists with.
But the scale of the stalking problem isn’t fully known, Galperin said: “This is not a matter of a few people engaging in aberrant behavior. These are just the people who have gotten caught, and who have gotten caught so blatantly that they have experienced consequences.”
And those consequences tend to be mild: Several incidents in the Washington Post piece resulted in probation for offenders who used Flock inappropriately. Among the NSA employees who were caught for LOVEINT, the ones who didn’t resign were temporarily suspended or had security clearances revoked.
Getting to even that point can be difficult. Norma Buster is the chief of staff at C.A. Goldberg, a victim’s rights law firm focused on survivors of tech-enabled abuse. She handles intake for new clients, including those who are targeted by stalkers.
She said the team evaluates every circumstance individually, but typically helps clients currently experiencing stalking to file for a protective order. In New York, where the firm is located, people are only eligible for those if they are being stalked by a partner or ex-partner. This is a huge limitation, as Flock has been used by officers to track not just exes but the new beaus with whom they have moved on. C.A. Goldberg advocated for the CREEP Act, which would allow for protective orders to be filed against anyone for harassment regardless of relationship status. The bill is currently awaiting the signature or veto of Gov. Kathy Hochul.
After Marci Bakely’s ex-boyfriend confessed to using Flock to track her whereabouts in 2024, The Washington Post reported a judge denied her petition for a protective order, saying she had no evidence to back up her allegations of stalking.
Buster said there’s a digital literacy problem in the legal system; she saw this firsthand when she had difficulty finding a prosecutor to take up her own case involving image-based sexual abuse years ago.
Ultimately, Buster said, it’s on tech companies to make sure their products are safe before they are released into the world. She doesn’t consider herself a tech expert, but over the years said she’s worked with thousands of survivors of tech-facilitated violence. “If I can foresee this, then I think an engineer who’s designing the product can foresee it too.”
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]]>Panettiere’s representative confirmed her death to ABC News on Sunday. A cause and other details surrounding her death were not immediately disclosed.
Born Aug. 21, 1989, in Palisades, New York, Panettiere began appearing in commercials before her first birthday. She went on to roles in “One Life to Live,” “Guiding Light,” “A Bug’s Life,” “Remember the Titans” and “Ice Princess.”
Her breakout role came in 2006 as Claire Bennet, a high school cheerleader with regenerative powers, on NBC’s “Heroes.” The character inspired the show’s signature slogan: “Save the cheerleader, save the world.”
Panettiere later starred opposite Connie Britton as ambitious country singer Juliette Barnes on the ABC and CMT drama “Nashville.” The six-season role showcased her acting and singing abilities and earned her two Golden Globe nominations.
Her other credits included “Bring It On: All or Nothing” and the “Scream” franchise. Her return as Kirby Reed in 2023’s “Scream VI” marked her first major screen role after a long acting hiatus.
Panettiere spoke candidly about her experiences with addiction, an abusive relationship and postpartum depression following the birth of her daughter, Kaya, in 2014. Her younger brother, actor Jansen Panettiere, died unexpectedly at 28 in 2023.
In May, she released “This Is Me: A Reckoning,” a memoir about child stardom, motherhood, addiction and recovery. She also publicly came out as bisexual while promoting the book. She was also battling back from a severe lower back injury that left her almost paralyzed last year.
Panettiere is survived by her 11-year-old daughter and her parents, Lesley Vogel and Skip Panettiere. She died just five days before her 37th birthday.
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]]>Adm. Brad Cooper, commander of U.S. Central Command, spent several hours aboard the Lincoln meeting with sailors and Marines during a 10-day tour of the region. It was the only ship Cooper visited during the trip.
The visit comes as scrutiny grows over conditions aboard the carrier, which left San Diego in November and has now been deployed for more than 260 days. The Lincoln has gone more than 200 days without a port call while supporting U.S. operations in the war with Iran.
Families have reported food shortages, problems with drinking water, broken showers and laundry facilities and growing psychological strain among the roughly 5,000 sailors and Marines aboard. Reports of sailors attempting to go overboard have further raised concerns about the crew’s mental health. The Navy has acknowledged mental health cases but disputed reports that the ship is experiencing a broader crisis.
The administration has largely dismissed the criticism.
Defense Secretary Pete Hegseth has said reports about conditions aboard the Lincoln have been misrepresented. President Donald Trump went further Friday, telling reporters that the carrier’s record-setting stretch at sea was “not nearly long enough.”
Families of deployed sailors have pushed back, accusing Trump and Hegseth of dismissing what their loved ones have experienced aboard the ship.
Sen. Ruben Gallego, D-Ariz., a Marine Corps veteran, blamed the administration Sunday for what he called a “true lack of leadership.”
Retired Adm. Mike Mullen, former chairman of the Joint Chiefs of Staff, told ABC’s “This Week” that morale aboard the Lincoln has improved since sailors learned they will finally be coming home.
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Relief, however, comes with a strategic cost.
The USS George Washington, the Navy’s only forward-deployed aircraft carrier, is being pulled from the western Pacific and sent toward the Middle East to replace the Lincoln. The move will temporarily leave the western Pacific without a U.S. aircraft carrier even as China increases military activity in the region.
The Lincoln’s return date has not yet been announced.
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