Are some people just not cut out for ICU?

Specialties MICU

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I'm currently orienting a nurse to our ICU. She has 1 year med-surg experience. We are going into our 14th week of orientation. She still doesn't seem to get it. It seems as if she still doesn't see the big picture. She is very task oriented. Completing her "tasks" without knowing the reasons or importance for doing so. I have to repeat the same things over and over without her showing signs of remembering to do these things on her own. She doesn't do any "homework." Even misses educational opportunities that are provided for her. I encourage her to study drugs, shock states, and other common diagnoses at home. But when asked about these things she continuously fails to know the answers.

On week 14 she still cannot tell me how dopamine, levophed, fentanyl, vasopressin ect are routinely ordered. She was going to give IV digoxin thinking it was an antihypertensive. She doesn't recognize subtle changes in vitals. HR trending up, BP trending down, UOP non-existant.

We have met with my director on many occasions and continue to talk about goals for the upcoming week.

Her bedside mannor is wonderful, she develops great relationships with patients and families. But her knowledge of nursing and drugs is so far from where she should be at this point. I'm afraid she will not succeed. I want her to succeed.

She is late everyday. This has been addressed but the behavior continues. She is unaware of what is going on in the unit. She goes to lunch without telling me or other staff. Without handing her patients off. And then will sit and eat a 45 minute lunch while her patient is crashing. She gives almost all of her meds late. And i mean hours late. She forgets to check temps, blood sugars.

Usually our director gives 8-12 weeks of orientation to nurses with prior hospital experience. At week 14 I do not see the light at the end of the tunnel.

Other nurses tell me I'm too patient, I should fuss at her and "light a fire under her" so to speak. I've attempted that approach before and have found that she freezes when someone is harsh with her. I've taken the more patient, stand back and see, intervene when necessary, drop clues kind of approach. I try to educate her. I give her websites and books to read/study.

Are some people just not cut out for ICU?

Specializes in CCU, SICU, CVSICU, Precepting & Teaching.

some people are just not cut out for icu -- or for nursing. if, after 14 weeks she hasn't figured out the absolute basics -- things like showing up on time, reporting off before you leave the unit and the fact that she'll need to study to learn her stuff -- it seems like she's not cut out for it.

some folks fail to learn until they've failed once. this girl may be one of them, but after 14 weeks you've given her a fair chance. time to let her go.

i hope the op comes back and lets us know how things turned out!

Specializes in Cardiothoracic ICU.

If you have to ask this question you may not be cut out for icu :)

someone just learn slowly, give her more time and be more patient.

Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
someone just learn slowly, give her more time and be more patient.

if, after 14 weeks, someone doesn't have the basics down -- things like showing up on time, not disappearing without telling anyone or studying in their time off -- i think they've had enough time and patience. time to fish or cut bait.

Specializes in Critical Care.

Oh yes, some nurses are just not cut out for ICU! I just precepted a guy and I told him outright that if I don't feel he is safe, he WILL not come off orientation and will be attatched to my hip for quite awhile! Fortunately he was good, but there have been nurses released from orientation that are down right dangerous. Then other people have to watch them, how fair is that? If they screw up, they get written up, which is kind of unfair to to the fact the manager released him to the unit. Short staffing needs will see more of this practice happen and I'm not happy about it.

As Im reading this I just keep thinking that these are skills we had to learn while in NURSING SCHOOL! OMG i cant even imagine what would happen to me if my instructor found out I came late or didnt report off...man it would not be pretty. Then again our school was VERY intent on us learning how to be prudent nurses and really grounded things like that into us...the repercussions of such things as not even being able to explain Digoxin probably would have earned us some time writing an extra paper or something.

Specializes in PICU, SICU.

aspiration pneumonia, and no pain at least 2 hour but don't cave b4 1 hr. It is the actual moving in and out that helps the most. Otherwise we,d put all of our beds into chair positions. A teenager should be pulling at least 500 to keep alveoli open especially with no belly pain or surgery. The teenager will only do what you make them, tough love. Also, I have only seen orders to IS, not volumes. Refer to average tidal volumes for pts of different ages/sizes. Hint 6-8 per kg should be the target for any age. Example 100 kg then 800 TV, or 50 kg 400 tv also remember these are larger breaths than normal so the goal of the IS should be above their average intake volume.

Chronic tardiness is NOT good!

It sounds like you are a great preceptor - it's clear you're concerned and want her to succeed...but what makes you good is recognizing what her weaknesses are.

I was thinking the same thing! And little jealous too. I wish I had had a more involved preceptor during my orientation. I'm surprised most managers don't see this as a crucial role.

Specializes in Adult ICU/PICU/NICU.

Doesn't sound like she was cut out for med/surg either......or any kind of nursing that is.

It IS so challenging to have a preceptee that is not learning or behaving properly. I'm sorry for your frustration. I think wanting her to succeed is good, however, by your admission, she has already shown a few serious red flags to continuing in the ICU based on her tardy attendance and her lack of respect/knowledge of the common vasoactives, not to mention that she seems to be oblivious to the level of acuity in an ICU. I would advise having a very frank conversation with her, one to one. Since you expressed wishes to help her succeed, I think going to management would not be beneficial at this point, and I think if you have a rapport with her, then you are best suited for this role. I would start by preparing the points of the conversation carefully so that you feel confident about the negative feedback you are going to give her. Tell her you would like to speak with her at the end of a shift rather than at the beginning, so she doesn't worry all shift long about this conversation. Let her know that this is serious and approach it as gravely as possible, but with the attitude that you want to help her succeed. Prepare ahead of time and make a short list of the major behaviors she has exhibited that are red flags with explanations as to why they are concerning. Be kind, but use a little fear, if management hasn't done that already, to let her know that she is on thin ice and that it could mean she is fired or let go from the ICU at the least. Also, perhaps propose a way to fix some of the problems once you have delineated them.

1. Maybe she needs to be encouraged to study her drugs. Break it up for her and "assign" her 2-3 common meds to look up each day and have her report back to you verbally what she learned and the patient situations that might require them.

2. She needs to come to work on time, so maybe help her identify any barriers she has in her life that make her late for work.

3. Maybe she doesn't totally understand the expectations of an ICU nurse compared to a floor nurse. I have seen this in new nurses myself, and its hard to teach or instill, but stating the expectations will at least define them for her.

4.. Address any other major concerns, but don't totally overwhelm her with too many things to work on. Perhaps this conversation could be spread out over a couple days to weeks.

Ultimately though, she has to want to be there and if she's not willing to do the things needed to become a beginning ICU nurse, then it will never be a good fit for her. Patient safety has to come first and she needs to have it impressed on her how serious it can be in a critical unit. Maybe putting it to her this way will help? Good luck to you and to her too.

Specializes in ER.

Given the problems you've had, I wouldn't hire her as a CNA. Late every day, leaving without giving report, no insight into her faults...she couldn't keep a job at a self respecting McDonalds. I get that she's a pleasant person, maybe administration would be more her bag.

Specializes in Peds,Geri-Psych,Acute Care Rehab.

Ummm...as far as the dig issue goes....did she even check HR (manually!) and if she thinks its an antihypertensive god knows if she knows the parameters/ how long to push it IVP....If as a fairly new LPN this is raising huge red flags for ME why has the charge nurse/managers not given her the boot? Pt safety first and foremost...

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