struggling staff

[I<3H2O, BSN, RN]

We've had a major change up at work. New supervisor over a team of nurses/aides who are learning brand new software for charting. New supervisor has used the software for a while and is trying to be very helpful to the staff however the NS is also #1 new to the supervisor role and #2 new to this group of nurses. One nurse is struggling and was even in tears but she won't tell NS what the problem is or even admit to having struggles. She is telling everyone else how frustrated she is and how she may just quit. NS would like to retain this dependable, knowledgeable nurse but even when speaking to her she just goes silent. Do you let the natural "turnover" take place when big changes happen at work or does the NS try again and again to help a nurse that will not even admit to needing help?

[RschIVF40]

I've had situations like this at work..It's not clear why the struggling nurse won't inform her NS why she needs help (perhaps she is concerned she may look incompetent?)... Why not have one of the other nurses mention that "some of the nurses may need a different learning approach regarding this new charting software (as believe me, I certainly understand how challenging learning new software can be.....in addition to everything else that has to be done)...

Are there any other nurses who feel they DO understand this new software well enough to be able to "mentor" this one nurse and/or the other nurses?... What I've done in the past when I've had to roll out something new, is to do what is referred to as a "train-the-trainer" sort of thing with the staff. This is where one senior nurse who has been with the group for a long time is fully trained on the a new program or new software. Utilizing one, or sometimes two senior nurses (depending on the size of the group) who understand the intricacies of the group / workflows / roadblocks, etc. that the group may encounter, as training a nurse / senior nurse that is part of the "group" to then train the rest of the group may be accepted much better by the rest of the group than the new NS, since they are PART of the group already. (just sayin!).... This may help regarding the issues that may be causing this one nurse all her frustrations specific to learning the new software (as the new NS, most likely isn't aware of how your group works together)...

Once that SN is fully trained on the new software, the SN would be the one to "mentor" / "train" the rest of the nursing group. This is where the term "train-the-trainer" comes from. Additionally, as some people are "visual learners", it may also help to have actual for training purposes, what is referred to as "spaghetti diagrams", i.e. a visual creation of your actual workflows in your clinic / department / group / (old) vs what the new workflows will be now that you have the new software)...as the point of getting new software is to improve efficiency, Yes?. Also, having documented instructions with detailed steps may help as well as some people learn through "process / learning" via instruction, lessons, quizzes on materials.

Just a thought.... Hope this helps. Would hate to think that your group would loose a good nurse just because she is not willing to speak up regarding the new software. Best of luck!

[toomuchbaloney]

The answer to your question depends upon the supervisor.

I would be doing whatever I could to support and assist those valuable staff during the transition. I would offer them small group and one on one assistance with the software. I would be meeting with the staff as a group, briefly, to discuss the transition on a VERY regular basis. Communication is terribly important when you are implementing a change of this magnitude.