There are many, many reasons why a nurse will find themselves in front of a manager. Some reasons more clear cut than others. Discipline processes are easily escalated to emotionally charged events. A few tips to try and keep your cool, keep you job, or move on to another area that will value your skills.
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Every nurse at one time or another loathes the words "HR needs to see you" or "You need to go speak to the manager" even if you are well aware that you made a mistake, and that you are going to have to answer to it. There are some nurses who set themselves up to purposefully wreck havoc. This is not the norm. And if you are one of those nurses, you should seek help far outside a disciplinary process.
Most nurses are full of good intentions and always doing right by their patients. But contrary to any hero worship, we are all human. And we are bound to make mistakes. Human error to policy and procedure loopholes, chances are in one's career, they may have at least one "talking to".
Most facilities no longer have "merit based pay" however, still go through a process of evaluations each year. These are important. It outlines what you do really well, and may include places that you could improve. If you get a "needs improvement" it is in your benefit to perhaps focus one of your continuing education requirements on whatever subject matter this pertains to. Copy the certificate of completion, and have it added to your personnel file. This shows that you have made effort to improve on whatever "weakness" that you may have in practice.
Each nurse should be mindful of the facility's policy on discipline. For the Union folk, well aware of the contract language regarding discipline. Really know your options and rights going in. This can only help you to negotiate. If you are a union facility, a delegate should accompany you. Don't hesitate to take notes during the process to assist you on staying focused on the issue. This should never be a character assasination. No matter how "wrong" you believe the content to be, do not say anything right away. When you have heard all of the content of their complaint, ask if you can take a moment to think about things before you respond. Take a moment, leave the room, look at your notes, and form and answer, as well as what you may be willing to do to change things. This could include (and for the most part should include) any practice changes that could prevent the mistake from occuring again to you or someone else.
This is just one example. Some things are not clear cut, sometimes managment has some sort of ulterior motive that goes beyond just you. Sometimes you can assume, and maybe rightly so, that you are the "fall guy". But remember, a number of complaints are perceptions. And are subjective. So to get emotionally upset and lose control can only strengthen the perception. So as difficult as it is, deep breath.
In the most extreme cases--diverson, patient abuse, major infractions, then you need to really take the information in, and get assistance outside of the HR office. With that being said, each and every nurse needs to have malpractice insurance. It will be the best $100 a year you spend. They are a wealth of information and assistance.
If the decision is made to terminate your employment, negotiate what you can. Ask for a copy of your personel file. In it would have all of your accomplishments, what you have done well, and will only strengthen your search for future jobs.
And finally, this is not reflective of one as a person. This is not an attack, although it may feel like one. Be sure to take a deep breath, look at the situation objectively, and don't ever believe that there's no options. The options may not be ideal, but in the end could be better than one could hope for initially.
