Delegation & management tips

[TheLiftedButterfly]

Anyone want to give me the simple run down for delegation? Also, any tips for how to manage people most effectively? How to induce the best response and handle difficult people or situations? Share your stories! Thanks :)

[Lev, MSN, RN, NP]

Be direct, fair, and follow up. If you are dealing with a tech who you used to work with as a tech in nursing school, you can add on a "reason" for their sake why you can't wash up Mrs. Smith. "I'm giving medicines" or "I have to call Dr. Jones."

[classicdame, MSN, EdD]

The Texas BON has a lot of delegation resources and models. I recommend their website. The first rule, to me, is that the nurse who is delegating should understand the difference between delegation and assignment, should know what their BON states is appropriate, should know what the delegee is capable of doing, and should know facility policies. That leads to consistency and avoid conflict, since the nurse will have the backing of the BON and the facility.

[Esme12, ASN, BSN, RN]

What kinds of delegations? There are 5 rights to delegations....

The right task: one that is delegable for a specific patient. This is largely determined by our nurse practice act. You should take some time to review your BON web site and see what can/cannot be delegated.

The right circumstances: where the appropriate patient setting, available resources,

and other relevant factors are considered. Even though job descriptions may say we can delegate accuchecks, is it always the best idea to do that? There may be times when the RN decides, using her nursing judgment, that a simple task should not be given to someone else who is behaviorally capable.

The right person: which means delegating the right task to the right person to be performed on the right patient. Be familiar with your job description and that of the persons to whom you are delegating. When nurses review the job descriptions of their assistive personnel, they are often amazed at what they can do that the RN is not utilizing them to do! Agencies differ on this, as do units, so be sure to check the job descriptions that are specific to your employing agency. (Some of you may be interested in reviewing the BON position paper on delegating to unlicensed personnel in physician offices.) Also, try to delegate something that the other person likes to do! Know their strengths, weaknesses, preferences, and motivations.

The right communication and direction: that includes clear, concise description of the task, including its objective, limits, and expectations, and supervision (see below). This is where we fall short, and why we have such a long list of "why we don't delegate". We don't take the time up front to explain clearly what it is we need done, when it is to be finished, etc. Thus we need to strive to be clear, concise and provide a time line for the person we are delegating to.

The right supervision (feedback): which includes appropriate monitoring, evaluation, intervention, as needed, and feedback. You don't delegate a task and then disappear. You need to be available before, during, and after you delegate a task. Once the task is successfully completed, remember your manners! That is: say "thank you!" and mean it!

I order to communicate effectively

• Communicate
  
• Appreciate
  
• Advocate
  
• Participate
  

https://www.ncsbn.org/fiverights.pdf

Every state board has delegation policies....I would look yours up in your state. I see from previous posts you are from New York.....http://www.nysna.org/images/pdfs/practice/scope/rn_uap_guidelines04.pdf

[Kaltia]

Do it yourself. Nothing makes things worse than always making the aide get your patient to the commode every time and so on. Always thank those helping you and praise initiative. Also assess the skill level of the person you delegating to. If they're overwhelmed don't add to there workload. I always try to encourage even the situation isn't perfect.