How do you deal with low performers???

[fairness]

:stone I work on a med/surg unit where we have about 30 staff members. 11-15 are low performers and need to go!!! What is permitted is promoted. The life and passion has been sucked out of the high performing nurses. It does not have to be like this. At one time we had a GREAT TEAM!!!!

[justme1972]

The problem is.....define low-performer?

In every job you are going to have some that excel and some that don't...that doesn't mean that everyone who isn't top-notch should lose their job.

If you go on a rampage and fire 40% of your staff...that will not send a message of "shape up or they'll ship you out" that is going to send a huge blow to employee morale and you'll instantly be seen as someone who is working against employees and not someone working as their advocate...it's easier to catch flies with honey rather than vinegar.

Have you bothered to do a survey and really see what they think about their jobs?

People frequently under-perform on a job when they are UNHAPPY with their current working conditions. People that are treated well and paid well 95% of the time, will also perform well.

Unhappy people call in alot, they are late, they do the bare minimum in order to get by, they don't bother to help others and have a "me me me" attitude".

I am a firm believer that great employees START with a great boss. A positive attitude and having a TRUE open-door policy (where they don't have to worry about you running to HR every time they have a concern...some things need to stay on the floor) is where it all begins.

You need to do more investigating before you start passing judgement...or management is always going to be a battle for you.

[UM Review RN, ASN, RN]

I pretty much get rated as a "low performer" because I am not the type to go chasing off down the hall for every little thing. I do not just take action and go, go, go for the entire shift. I actually have to think about what I'm going to do before I do it. I'm cautious and pay attention to detail, and I've discovered a lot of errors that way.

They call me a "type B" worker. Type A's can't do my style, and I can't do theirs, but we somehow blend to make a good team anyway. They get done first and I'm the one who chases behind asking if they wanted to sign off the pain med they just gave. We each have value in the Big Picture of patient care.

So I'd have to ask, are you slotting all your Type B's into the low performing spot?