need lots of mgt advice----wanna online mentor??

atownsendrn · May 23, 2003

Charis - Although I have no great wisdom to impart, I am here for you to bounce ideas off. I, too, am new in the management arena. I have very recently taken on a nurse management position in the ED that I was previously a staff nurse in. I am very unsure of how this is going to work. It is a small ED with only 14 FTE's. But of course each staff nurse is very opinionated and vocal. I have one staff member who like to stir up as much trouble as she can make up. And almost everyone else wants her out (including administration) Other than that I am excited about the position. I have many goals and changes that I am ready to bounce off the staff. Hopefully all will go smoothly (but I doubt it). One piece of advise that I have been given may be helpful in your situation. I was told that "if someone is reluctant to change and fights you at every turn, then maybe it is time of that person to look for a position that they are better suited for" So I say stand strong, change what you feel needs to be changed for better patient care, and hold on to your pants because you might be in for the ride of your life. Good luck. Hope to hear how things are going - amy

Charis · Jun 5, 2003

hey amy,

sorry its been so long before i checked this board. I'm still interested in bouncing stuff off of a peer. :)

my email is [email protected] or you can reach me here

I'll start checking it regulary now! very excited to meet you.

by the way....my name is staci have a good day!

passing thru · Jun 5, 2003

Why not bounce it off of this thread?? Or most of it anyway??

Then everyone interested can read & learn.

Good luck.

I'll write more tomorrow, charis, after stewing on it awhile.

cab631 · Jun 6, 2003

I too, am new to the management arena. I have been Outpatients Nurse Manager for 6 months now, following a 4 year stint as night supervisor. Previous to that, 17 years of ICU/CSICU experience. I have a few "problem"children of my own, but my mentors at work are very supportive, and tend to lead me in the right direction. I am learning a lot from them, but if I wasn't such a good actress, my staff might see me for the bowl of jelly I feel like sometimes. I'll trade ideas with anyone else interested, here, or in e-mail. Let me know.

Charis · Jun 9, 2003

hey guys,

thanks for answering my email. Finally contact!!!! :)

Passing, as you can see on the dates of the board I wasn't getting many ideas but now people seem more motivated to answer me ,which---- dont get me wrong!!!!----I'm thrilled. I take any helpI can get when I can get it.

but amy, cab, please feel free to email me or PM me or contact me.

I have been through quite a bit since I wrote that first email and if it were not for some peers here locally, I think I would have pulled my hair out.....literally. I have been able to make some head way. I will come back and describe this and everyone can give me their imput.

Thanks for the feed back!!!!!!! :)

Charis/staci

atownsendrn · Jun 10, 2003

Stacy - I can't wait to hear (and hopefully) learn from your experience. We are in the process of more to a brand new department and it is exciting but very stressful. I am trying to give everyone a chance to have their say regarding decisions with the new department. But, of course, a few of the staff isn't willing to discuss the issues with me, so they go behind my back. Question - should I confront them or just accept the fact that I can't make everyone happy?????

Cab - jump in here with your opinion too. It sounds like we are all in the same boat.

Charis · Jun 11, 2003

Well guys, it has almost been 1 year and a task that seemed somewhat impossible has suddenly become more possible.

The first problem I had was that people called in at the drop of a hat......no matter what. Then I started using agency to fill their spots. They were telling me all kinds of stuff. They were sick with a horrible virus, they were stranded with car trouble ect. When they would finally come to work there would be agency in their place and I would send them home. I explained that if they didn't call and give me updates on their situation I had to presume the worst and go ahead and replace them. When they would call in they would do this 1-2hrs before the shift would start. I had been told by various members of my staff that if they didn't come in I was supposed to fill their shift with even my self if it came down to it. That that was what I was getting the big bucks for. A few times people tried to leave in the middle of the shift stating that it was my job to replace them. Well, after people would come and find agency in their place for a couple of shifts this stuff curtailed some what quickly. I instated that due to the nature of their jobs a policy was being put into place that I had to have at least 6hrs notice and if less than that disciplinary actions would be taken.

2nd problem I had was getting people motivated. I worked hard to get 2 pay raises with the 2nd raise based on pay by years of experience. I also honored all requests to be off if they were given to me within 30days of the time.

3rd problem I had was losing staff in key positions quickly and not being able to fill the spots. I used agency until I was able to overcome that. Also I figured that people didn't like change and was certainly leaving because they didn't like the way things were changing.

4th problem was out of 26 nurses only 12 would show for staff meetings and that's if I was holding 2 staff meetings but then because of my own time constraints I HAD to make it one mandatory meeting. Well overtime moral still didn't pick up and I was still beating my head on the wall. Then I instituted "nurse of the month" starting this past January where there is a small gift, a certificate and a rousing speech of each one's accomplishments and glowing accolades....like I'm giving an oscar then without knowing who's name I'm going to say.. I say their name and applause like crazy, which in turn, the room applaudes like crazy for one of their own. I know that sounds cheesy but it works. I send them copies of the meeting notes to each satellite dept. and its kept in a notebook on premise as a training tool.

I worked my connections at a local hospital and started bringing specialists in to inservice them and put them on video and keep a library. I also do quality improvement groups that are small independent groups that meet in which I guide but they do research and think of ideas to make processes better so they have a voice and the clients get better care. I do have to prod them in this ...any ideas?

The best thing I think I did do was change the On Call situation. Now, the rotation is as follows: if you regularly work the weekend you're on call thru the week. If you work the week you're on call thru the weekend. Its on a 12 week schedule so everyone knows when their turn will be and if emergency staff is needed instead of myself going in the on call does, or they go to the hospital ER if a house doesn't have a nurse.

What do you think?

Charis/Staci

Charis · Jun 12, 2003

Atown....

This is just my opinion, but is there a way to put a cap ont the decision making process? I think that 1st you should decide what you want ....what things you want and need for the group....this list would be the non-negotiable list. Then the other stuff allow them to decide by secret ballot maybe.....(just ideas remember) ...you send out a list of catagories of things which include yours and their ideas...put a deadline on resubmission....2 days before it due, assign someone else to call up everyone and remind them that its due.....after the 2 days collect the info and move forward. Send out thank yous to everyone whether they participated or not for their great ideas and how you look forward to the work you are all going to accomplish in the new space.

As for those who are talking behind your back if you know who they are, bring them into your office and let them know that you have been made aware of the non positive things they are saying, and that even though everyone has opinions you would ask them to be more mindful of the team and their professionalism to express those views in a forum where word will not travel or present their concerns to you directly so that problems which are related to client care or team building may be addressed because both of those items have the highest and equal priority to you.

Hope this was not too long......but it was conversations like that which stopped my staff from saying things about me that were hurtful to my leadership.... and if they did say something they were more careful to not let me find out about it. In the mean time, I continually think of my staff and try to make each contact a positive nd personal one. Has it made me any more successful??

well I don't know. I think that the moral is a little better now.

What do you think?

Charis

ainz · Aug 3, 2003

Wow!! Old thread and not much activity for such a great opportunity for people to share about management and leadership experiences.

I have been in management for almost 10 years. I only recently joined the BB and would love to discuss things, share information, share experiences, and learn from each other.

If you guys are still out there lets talk please. Thanks.

KatRNagain · Jul 28, 2004

Hi everyone. Just found this forum myself and am thrilled with the wealth of information it provides. I just started a new position in nursing management...as a matter of fact, my first full day as a plug and play is today!

I will be the Nursing Supervisor for Private Home Care which is contracted out by an Independent Living Center. Approx 600 people reside at this complex, however only about 200 are currently on our services. I'll be responsible for Plan of Treatments, growing our client base, supervisory visits and admissions...and about a million other things I haven't figured out yet!

My team consists of an LPN or an RN each day (very light actual nursing rounds and no nurse on pm's or nights) and 5 CNA's or PCA's per shift. (all 3)

I would really like to try and get to know each of them so I was thinking of inviting each one privately to sit and chat.

Some of the questions I could ask:

What is that you like most about it here? What is it you like least?

If you could do one differently what would that be?

What are your expectations of the Supervisor?

Are you happy with the care you are giving?

This is where you all come in....I would love input on what other questions I could throw out there.

I figured once I had the information gathered from each employee, I could do a compare and contrast and really get a good picture of what works and what doesn't.

Thanks for all your help!

Kat

shellasee · Sep 3, 2004

Hello,

I hope others find this thread and join in as in a management position you often feel like an island. I have been in a management position for the past 2 years, having been a house supervisor before that, charge nurse and bedside RN, and bedside LPN. Wow, it's only been 10 years and that sure made me feel old. I'm on the same unit I've been on since I was a student and see myself always home here. The staff joke about me going to work when I leave the hospital each night. My biggest challenge, as I moved from each role, was the behavior of people who moved from LPN to RN right along about 1 year or 2 behind me. They have been my biggest challenge. They make it to where I don't want to come in to work sometimes if I know they are there. I've tried to keep up the team concept, but I'm at the point where I just wanna say, "sounds like a personal problem". I know I'm a great manager because the staff tell me. When I screw up, they know they can tell me that too. My Director and I make a great team. She's made the unit the best I've seen it in the 10 years. But it's hard to come to work everyday when you've got a small group of people who are bent on making your day miserable. It's even worse when 1 of them is an equal.