My question is this -- as an administrator, how would you approach mentoring and oversight of a new clinical manager. At what point are staff concerns more than the usual nurse complaining.I am addressing this issue based from a staff perspective. I recently transferred from a management position (non-clinical) to a staff position on an inpatient unit. The manager who hired me was dismissed shortly before I began working on the unit. An interim manager was put in place. Unfortunately. this interim manager was not "mangement material" although she had a long clinical history, her only leadership experience was as charge nurse. Shortly, after she began working, she began critcizing staff for minor issues, unable to seperate "real issues" from simple nursing pettiness. She would "follow-up" on every complaint brought, typically without doing adequate research into the merits of the complaint and would address it with the employee by "writing-up" rarely making any attempt to listen or verify the information beforehand. Within 6 months, 5 of 7 nursing assistants had left, 2 nurses had left or transferred, 2 others choose not to return after pregancy leave (which happens despite management, I know). Many of the staff have begun to lose respect for her and have lost patience and "snapped" back after being told what they need to do. She does not have mean or nasty dispostion but tends to come across rather quiet and unauthoratative. After 1 year, the institution appointed someone new to her position from an outside unit. Needless to say, I couldn't wait it out and transferred to a new unit within 6 months.
Apr 15, '05
The nurse manager on my hospital unit has presided over a 70% turnover rate in the past two years. Staff morale is at an all-time low. BUT he keeps the budget in line, so no one cares and he will remain until the end of time...
I guess my answer is, my standard as a floor nurse is much different than upper management's standard for what constitutes a good nurse manager. (And theirs is what counts
Apr 15, '05
Middle management is an aweful place to be. If unprepared and poorly supported from above, the girl didn't stand a chance and will probably never be the same.
Apr 15, '05
It is unfortunate that this manager was placed in a position not hired in that position. I do beleive that the manger deserved close supervision and effective mentoring, however; how long does it take before you realize that something in your style and approach are indirectly and/or directly to blame for discord. Isn't there a point where you admit you are "over your head" and demand help.
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