Every time I need to initiate a change, there are some members of nursing leadership who consistently whine and moan. Any suggestions?
How well I understand! Some adults who appear to be mature become unknown aliens when their world is changed in any way. Try taking them aside, one by one, and discuss this behavior. Use the most recent situation to give them specific examples of their most recent behavior and then discuss how you had hoped they would embrace the change.
If the behavior continues, you need to decide how long this staff member stays on as part of your leadership team. If there is one thing that I know absolutely about long-term care, it is that change is constant.
I have a nurse who I hired about four months ago as a new nursing graduate and although she is a nice person, she is not making the progress I need her to make. Your thoughts about tough decisions ahead?
Unfortunately, not everyone who enters nursing school is cut out to become a nurse with the critical thinking needed to be successful. And nice people don’t always make good nurses.
Be sure that you do your homework before meeting with her. Get feedback from her supervisor, peers and staff.
During your meeting, ask her for her strengths and weaknesses as a new nurse and what she is currently focusing on. Place her on a 30-day action plan, with specific goals clearly communicated, and tell her you will follow up with her in 30 days.
This is also a good opportunity to explore with this nurse her career goals, both short-term and long-term. Do your best to focus so the nurse will not think you are personally attacking her.
From the December 01, 2009 Issue of McKnight's Long-Term Care News
