orm_may-2024 - 15

Leadership
Counseling strategies
With the problem diagnosed,
leaders
should focus on providing constructive
feedback and resources to help address
it, Ulrich says. For example, a surgical
technologist who is struggling to learn
the names of instruments might benefit
from spending time in the sterile processing
department. Someone who is
often perceived as confrontational may
need to complete a class on conflict
management. She suggests asking, " Do
you see any barriers that we need to
take away to make you successful? "
The onus for action is on the manager,
but Bowen prefers to let the employee
take responsibility as well. As
she sees it, giving people resources
helps empower them to change, Bowen
adds. " You've put the onus on them. "
If there is not improvement, leaders
must progress to formal counseling,
then written warnings laying out steps
toward remediation or termination. A
performance improvement plan (PIP)
should state what you expect to be corrected
and when, Duran says. For example,
by 30 days, the employee must be
able to independently serve as a circulator
for a general surgery robotic case.
Other tips for counseling challenging
employees include:
* Meet weekly to discuss progress, and
work with an HR partner to make
sure goals are achievable, Ulrich
says. Such steps can combat the
common view that PIP is a sign that
an employee is going to be fired. " At
the end of the day, we want employees
to succeed. "
* Develop the action plan together with
the employee, Duran suggests. She
and Bozzelli also emphasize closing
the loop with employees by regularly
checking in and being available to
talk. " If you recognize progress, give
them a pat on the back to let them
know; if it's not working, provide
them with feedback so they know
their progress isn't where is needs
to be. " Duran says.
www.ormanager.com
Proactive management
Established expectations for performance
and behavior can make difficult conversations
easier. Tyler Carpenter, vice president
of people and talent for Tampa General Hospital,
says that process starts with onboarding
of new employees and continues past
orientation. " Competency-based orientation
with regular check-ins during the onboarding
process, followed by monthly check-ins with
employees, allows leaders to have proactive
conversations and identify early warning
signs that can be addressed in a more timely
manner, " he says. " Setting clear expectations
with objective standards and managing to
those expectations takes away the potential
* Standardize a process for managing
challenging employees, and stick to
it. " Whatever the process is, it's got
to be fair and consistently followed, "
Bozzelli says.
* Continually emphasize expectations.
Straub suggests saying something
like, " These are our expectations. If
there isn't sustained improvement,
then this isn't the work environment
for you. "
* " Document early and often, " Carpenter
says. In addition to detailing what
has occurred and what has been
shared with the employee, followup
with the employee to ensure the
employee understands the expectations
and how to meet them. Even
a simple email can provide an opportunity
to identify any resources
necessary to succeed. Performance
issues need not be the only focus,
he adds; documentation also can be
a tool for positive reinforcement and
performance evaluation feedback.
Focusing on success
Working with challenging employees is
often a gamble despite careful decisionmaking.
However, success stories illustrate
the rewards of a positive outcome.
At Long Island Jewish Valley Stream,
to introduce bias during the performance
management process. "
A leader might be better at communicating
performance standards than behavioral
standards, but both are important. Shari
Bowen, LTC, LG(DM), assistant professor
in the department of behavioral sciences
and leadership at the United States Military
Academy, suggests developing a charter that
identifies expected behaviors and behaviors
that will not be tolerated by the team. " That
allows the team to hold each other accountable, "
she says. It also is helpful in socializing
new team members.
a robotic center of excellence with The
Joint Commission's Gold Seal of Approval
for five orthopedic specialties,
Waslo recalls moving an assistant manager
with dayshift struggles to the evening
shift. With fewer staff, the manager
could concentrate on her strengths of
overseeing preparations for next day.
Rather than exploring other employment
options, " She is very happy, " Waslo
says, adding " OR flow is much better. "
Ultimately, leaders need to do what
is best for staff and patients. " We want
to retain employees, but we want to
make sure those we are retaining are
part of the team, " Ulrich says. " We're
all here for the same reason: to take
care of patients and to keep our patients
safe. " ORM
-Cynthia Saver, MS, RN, is president of
CLS Development, Columbia,
Maryland, which provides editorial
services to healthcare publications
References
Boyette M. Salvage the employee before
you fire an employee. Rapid
Learning. 2009.
Knight R. How to decide whether to fire
someone. Harv Bus Rev. 2019.
OR Manager | May 2024
15
https://rapidlearninginstitute.com/blog/salvage-the-employee-before-you-fire-an-employee/ https://hbr.org/2019/01/how-to-decide-whether-to-fire-someone http://www.ormanager.com

orm_may-2024

Table of Contents for the Digital Edition of orm_may-2024

orm_may-2024 - 1
orm_may-2024 - 2
orm_may-2024 - 3
orm_may-2024 - 4
orm_may-2024 - 5
orm_may-2024 - 6
orm_may-2024 - 7
orm_may-2024 - 8
orm_may-2024 - 9
orm_may-2024 - 10
orm_may-2024 - 11
orm_may-2024 - 12
orm_may-2024 - 13
orm_may-2024 - 14
orm_may-2024 - 15
orm_may-2024 - 16
orm_may-2024 - 17
orm_may-2024 - 18
orm_may-2024 - 19
orm_may-2024 - 20
orm_may-2024 - 21
orm_may-2024 - 22
orm_may-2024 - 23
orm_may-2024 - 24
orm_may-2024 - 25
orm_may-2024 - 26
orm_may-2024 - 27
orm_may-2024 - 28
https://www.nxtbook.com/accessintelligence/ORManager/orm_july-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_june-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_may-2024
https://www.nxtbook.com/accessintelligence/ORManager/ormc_brochure_march-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_april-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_asc_march-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_march-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_february-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_january-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_november-2023
https://www.nxtbook.com/accessintelligence/ORManager/orm_october-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-august-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-july-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-june-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-may-2023
https://www.nxtbook.com/accessintelligence/ORManager/ormc-brochure-march-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-april-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-march-2023
https://www.nxtbook.com/accessintelligence/ORManager/orm-february-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-january-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-november-december-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-october-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-august-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-july-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-june-2022
https://www.nxtbook.com/accessintelligence/ORManager/ormc-brochure-may-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-may-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-april-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-march-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-february-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-january-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-november-december-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-october-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-august-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-july-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-june-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-may-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-April-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-march-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-february-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-january-2021
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-december-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-october-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-august-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-july-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-june-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-may-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-april-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-march-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-february-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-january-2020
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-december-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-november-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-october-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-august-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-july-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-june-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-may-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-april-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-march-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-february-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-january-2019
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-december-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-november-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-october-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-august-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-july-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-june-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-may-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-april-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-march-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-february-2018
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-january-2018
https://www.nxtbookmedia.com