CNA "not a good fit"

Nurses General Nursing

Published

Hello,

I was wondering how you handle a CNA that is to slow and overwhelmed by the work? Are there situations when a cna is just not a good fit and how is it handled. I am talking about the aide who really tries but just can't cut it in their position. How do you view the aide? How are they treated by their coworkers? I am a former CNA and a career advisor.

Specializes in Hospice.
If they refused to resign would you fire them? :)

Yes but i would try hard to get them to resign...........(no unemployment)

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haha we have a winner :) excellent rationale evo :)

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i too, have to wonder if this is his/her first time as a cna and if so, how long has s/he been on the job?

i'd give it a few months anyway.

and yes, s/he needs feedback from his/her supervisors, as well as eliciting input from the cna.

is s/he having any challenges? was s/he trained correctly?

even having her further precepted (and taught correctly if applicable) may benefit.

i've worked with aides who were slooooow.

one of them had been at the job for 45 yrs.

other aides complained about her not pulling her weight, e.g., still working on pts while lunch trays being passed.

so yeah, complaints can be legit but you need to look at the whole picture.

this aide worked hard, never goofed off, did everything by the book, and the pts adored her.

obviously, termination should be a very last resort...

with verbal then written warnings preceding that.

leslie

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Specializes in Med/Surg/Onc, LTAC.

It's a bummer that they are trying but aren't able to cut it... definitely the CNA needs some more education or training.

In my history of working with CNA's, I've had WAY more problems with there being zero effort by them and having to kill myself to make up for their laziness. I'd much rather spend the time helping someone who CARES and is trying and having a hard time... then those who do their best to go as slow as possible so the nurses will do their work for them.

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Specializes in ED/ICU/TELEMETRY/LTC.

When I came to management, I was determined that I had had enough lousy managers to know how to be a good one. And you know what? It's true!!

Being a good manager, you do have to "manage". Sometimes you have to terminate people. But if you ever get to the point, as it seems some of the previous posters have, that you enjoy teminating, it's time to move on.

I have a nursing assistant. She's new to the game. Having been laid off from a manufacturing job that she had for 16 years when the economy tanked.

She had a hard time. She was used to working by herself with machines. Always behind. I talked to her, and she said she was unable to come up with anything that showed her how to set up her day that would accomplish the work in a timely manner.

I put her back with a preceptor who is very organized, knows the ropes, and told her to watch listen, and learn. It took her quite a while, maybe a month. But she's a good nursing assistant, works hard, comes to work everyday. She's never going to be a speed demon but she gets it done. She earns her living.

And I need her.

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I guess my point Dixie is there are probably 1000 people who would love to have that position that could do it better...

When I was a manager we were encouraged to always identify or lowest ranking employee...put them on an improvement plan, and if that failed, terminate and bring in fresh blood.

There is little need to tolerate mediocrity especially in today's market.....

Just my opinion.....

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Specializes in nursing education.
...I have a nursing assistant. She's new to the game. Having been laid off from a manufacturing job that she had for 16 years when the economy tanked.

She had a hard time. She was used to working by herself with machines. Always behind. I talked to her, and she said she was unable to come up with anything that showed her how to set up her day that would accomplish the work in a timely manner.

I put her back with a preceptor who is very organized, knows the ropes, and told her to watch listen, and learn. It took her quite a while, maybe a month. But she's a good nursing assistant, works hard, comes to work everyday. She's never going to be a speed demon but she gets it done. She earns her living.

And I need her.

This is exactly how I love to work with patients. Like if they are missing or forgetting their meds, or having a hard time with following diet instructions- or whatever- ...help them figure out what the problem really is, get to the heart of it, and figure out a way to solve it, maybe not perfectly, but better. It's a very satisfying way to help people.

I've heard somewhere...you can teach people skills, but you can't change an attitude. I believe this 100%. If people woudn't have given me a chance to catch up, I would not be where I am today- and I remind myself of that every day too.

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Specializes in nursing education.
..There is little need to tolerate mediocrity especially in today's market.....

Just my opinion.....

That's a good point too- but to me, "mediocrity" is an attitude, and not a skill set per se.

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Modern management theory says that every team has a "worst performer", you know what I mean?

I believe that allowing a team to stagnate is not a good thing...

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I would try to identify specifics that are slowing the person down. What is overwhelming the person? I'd ask the person, other aides, and nurses. Has the person had adequate training? How long has the person been on the job? I'd try to watch them work or have someone experienced at training watch them work. It's also important to have a good trainer who can alter the approach to accommodate learning style, knowledge deficits, etc. Sometimes the most experienced person isn't the best trainer. It's important to have a trainer who can actually teach/train.

I tend to think most people can do the work provided they are motivated and given the tools/training. If the person lacks motivation and interest, you may have a difficult road.

I think it wise for management to intervene and support positive employee growth. Such efforts should foster teamwork overall and positive morale.

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Specializes in Psych, Corrections, Med-Surg, Ambulatory.

Someone with a positive attitude is worth her weight in gold. So many employers seem willing to put up with "skilled" people who show up and work once in a while. Sounds like this person needs a bit of extra support. If she really doesn't pan out, is there a position where she could be of use? I wouldn't be too ruthless about cutting her loose. That could prove to be a costly mistake.

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I guess my point Dixie is there are probably 1000 people who would love to have that position that could do it better...

When I was a manager we were encouraged to always identify or lowest ranking employee...put them on an improvement plan, and if that failed, terminate and bring in fresh blood.

There is little need to tolerate mediocrity especially in today's market.....

Just my opinion.....

And of course, constantly bringing in "fresh blood" does not hurt productivity and is absolutely

cost effective right?

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