low medium and high performers

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Ok I am just curious what you guys know about what is classified by your hospital as high medium and low performers? My hospital is involved in the press ganey stuff and part of the transition is classifying your current employees. How to move lows to mediums or get them out and mediums to highs and retaining the highs......What is expected for someone to be a high. I myself was classified as a medium and I really have issues with that. I charge most of the time a 28 bed med surg unit. I have taken pts and charged when there was not a replacement so my nurses wouldn't have to take up the slack. I work extra when I am needed. I am always out on the floor helping and answering call lites. Here recently I got a final warning for someone using my password to access a deceased employees records. I know the password thing is serious but look at the situation.....We get 7-8 admits from 3-7 pm and usually do not have a unit rep. So in addition to being responsible for getting stuff done and being expected to do everything when none of the other staff have access to the computers or have failed to learn how to do it. I did give my access to assist with the work. I cannot do everything. ok so I learned my lesson and it won't happen again. I came very very close to losing my job and have been there for 10 years. The teamwork on my block sucks. THe lvns are task oriented, and pretty much keep themselves busy with busy work and the higher ups are tired of it. It is affecting me now as some of the new nurses are missing orders and I have even missed hanging some blood (the pt was not critical and the order said one unit today and tomorrow and the tomorrow dose got missed. apparently plasma got missed also) I am on a final warning so my job is pretty much in jeapordy if i mess up again. How do I encourage the staff to help out and move from lows to mediums or even highs on my block. Should I start looking for something else as I can't transfer because of the warning....This is my career I am talking about...thanks.

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Specializes in Nursing Professional Development.

You might want to buy the book of the guy who developed that "low, medium, and high" stuff. His name is Quinn Studer and he wrote a couple of books. If you go to Amazon.com, you can probably find most of them. He's making a fortune selling his books and giving speaches while us employees get blamed for all the organization's problems. If your manager is using that system, you might want read what she is reading so that you can say the right "buzz words" that she is looking to hear.

That stuff might be in "Hardwiring Excellence" ... but I know it is in the book with the red cover (the name of which escapes me at the moment).

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I hate the whole low, medium, high performer! My DON told me what he classified as a high performer was "someone who did not need to improve on anything". He stated he felt only 10 percent of our nurses were high performers. He said I needed more experience to become a high performer (I was in nursing 9 months I think at this point). I just dont feel like its a good way to classify employees. I'd rather management just tell me what I need to improve on.

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Specializes in LTC, Med/Surg, Peds, ICU, Tele.

Your place of employment sounds ridiculous. Administration sounds like they are going to too many management seminars instead of doing real work. They sound like slave drivers.

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Performance reviews are subjective. Systems need to support employee performance. Its far easier to blame the individual employee for problems than it is to design and BUILD organizational systems that enable consistent high performance.

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Specializes in ER.

If you google quint studer he has a website that will automatically send you information on what your bosses are reading. You'll have all the new ideas before they roll them out.

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I just googled his name and some of the stuff he says makes sense, like making the rounds each day and asking employees what could be done to improve their job satisfaction. Employee retention should be on every manager's mind these days with the severe people shortage that we are in. I don't know what it is like where you are but here we don't have enough people period, whether it be nurses, NAs, housekeepers, cooks, waitresses, receptionists, etc. etc. So retention should be key....

I would have to disagree on the high performer status being someone who has no room for improvement, who achieves that ? Certainly not the management LOL

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Specializes in ED/trauma.
If you google quint studer he has a website that will automatically send you information on what your bosses are reading. You'll have all the new ideas before they roll them out.

Sounds like some of that hokey junk I learned in business school. So much theoretical junk. :banghead:

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Specializes in ICU/Critical Care.
Performance reviews are subjective. Systems need to support employee performance. Its far easier to blame the individual employee for problems than it is to design and BUILD organizational systems that enable consistent high performance.

I agree. At my last job they started some new evaluation called Pay for performance. At that time I had been on the unit for almost two years as an RN and 5 years total because I worked there as an aide. When I got my eval, I was "developing", which was the second to lowest rating. Needless to say I was upset because newer nurses were hired and evaluated as "fully effective" which was second from the highest. I don't understand how they came to that conclusion that I was developing. I had two call-ins the entire year, my work was finished before I left, I never had patient complaints, I was never wrote up, I was never late. I worked overtime when they needed help because I wanted to show that that I was part of the team. I cried when I got my eval then started looking for a new job.

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Specializes in Vents, Telemetry, Home Care, Home infusion.

studergroup - ranking high-middle-low performers - differentiating

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Specializes in CCU MICU Rapid Response.
you might want to buy the book of the guy who developed that "low, medium, and high" stuff.

that stuff might be in "hardwiring excellence" ... but i know it is in the book with the red cover (the name of which escapes me at the moment).

its called results that last. i cant see how anyone would have nothing to improve on... everyone has something to improve on... ~ivanna :rolleyes:

[color=#557480]results that last - hardwiring behaviors that will take your company to the top

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thanks for the link. it showed me what they are looking at and makes alot of sense.

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