Performance Indicators- am I doing a good job or a bad job

[GoNightingale, BSN, RN]

H everyone! I've been in Med-Surg ever since I became a nurse 2 years ago. It has been a roller-coaster ride! I just don't get it! I just don't understand what management considers a good job, or when they are looking for excuses to fire you, or are they legitimately interested in your "success". I don't know anymore if I could trust the smiling face on a unit director's face, the charge nurse and even fellow colleagues! In my short 2 years in Med-Surg, I've seen it all! I'm at a point that I've learned not to trust those smiling faces, but what I don't know how to pick up on is...when is it time to start looking for another job before they come up with a statement like.....oh, it's just not working out. Meaning, they don't want to fire you but they want you out. I've had that happen to me- not pleasant at all! From who do the unit directors take their cue to "gently" let you know it's time for you to start looking for another job?

I am a friendly person. I am alot more respectful and polite than alot of "colleagues" I have worked with (yet they don't get "gently" asked to look for another job. I am cooperative, I try to help others if they need my help. I am focused patient/customer service oriented. As a 2 year old nurse, I work well enough independently and take patient loads as requested (i've worked in facilites with max pt. loads of 5-6) from 5 to 7 pts. My time management is as decent as anyone elses. In some cases better. I work 12-hour night shifts. On most nights my charting is completed and I am almost always ready (nobody's perfect) to give report by 0645. In my current facility I hve found that what takes the longest is to pin-point the nurse that's going to be taking your patient load. Sometimes it's split to 2 nurses taking on the load and when you get try to pinpoint them to give them report, they are getting report from another nurse for part of their patient load. It takes longer to get out of there for this reason. But I am usually out by 0800. I have also found that the nurses who have been there a long time also take a long time to give and take report. So as a newcomer to this team I am sometimes better and certainly no worse in time management. I was with this facility on contract for 3 months and requested to come on permanently and was hired permanently. So when I came on permanently, I was familiar with the routine. Yet, last week the manager asked that I go on day shift with a preceptor " to better learn the "flow of the floor" and to get a better "grip" on time management.

When I questioned her as to what specifically was wrong with my time management since I was not causing overtime and all my work was completed by shift end, she responded that "oh, it's nothing bad-don't think, oh what did I DO WRONG". That was not a clear answer but I didn't want to pressure since I'm new. So now I'm with this preceptor on the day shift that after my second day with her is overbearing. I really don't understand what the need for this "preceptoring" is-much less on day shift where routing is so different from night. In addition, I am already familiar with day shift routines.

Nevertheless, from git-go, on my first night- I had a patient 7 patient, 3 of them ortho patients (which you know are very time consuming with constant pain and inabiltity to ambulate)- and 2 admissions. Very unwelcoming team inclusive of the charge nurse. Well, I've learned to live with the "unfriendlies" of the team but I just don't get this "orientation/preceptoring switch to days". Not to mention that I'm not getting shift diff for the next month- a dent in my pocketbook!

The preceptor on day 2 tells me we're going to work on time management. I can't help but think something funky is going on since there is nothing wrong with my time management.

If anyone out there is familiar with unit politics and different strategies to "gently push someone out the door" I would really appreviate you input. The following smilies really describe me right now.....

[kayern]

Interesting that the manager moved you to days, when I encounter a problem with time management we move the nurse to nights which has a different pace. Remember days has three meals, all the doctors are making rounds, most tests and procedures are taking place and then there is visiting hours.

What kind of orientation did you receive when you signed on as permanent staff? How did that go? Have there been medication errors, failure to perform, written counselings , etc? I can't imagine your being moved to days and watched for not getting out on time, especially when giving report to two nurses.

Ask for a written action plan that is goal and time oriented which will enable you to understand exactly what is expected.

[classicdame, MSN, EdD]

Tell them "working on time management" is too vague and that you need specifics, including incidences in which you failed to meet objectives. In fact, ask what are the objectives. You have to learn to stand up to some people. Say it with a smile, but with confidence.

I had this problem once with a supervisor who did not manage me and rarely saw me perform any duties. But the CNO wanted "others" to evaluate managers. The comment this person made was so vague that I told my CNO unless she can be more specific then I have to assume this is a form of lateral violence. Never heard another word.

[GoNightingale, BSN, RN]

Interesting that the manager moved you to days, when I encounter a problem with time management we move the nurse to nights which has a different pace. Remember days has three meals, all the doctors are making rounds, most tests and procedures are taking place and then there is visiting hours.

What kind of orientation did you receive when you signed on as permanent staff? How did that go? Have there been medication errors, failure to perform, written counselings , etc? I can't imagine your being moved to days and watched for not getting out on time, especially when giving report to two nurses.

Ask for a written action plan that is goal and time oriented which will enable you to understand exactly what is expected.

Yes Kayern it is really weird! I worked in this facility for 3 months on contract on Tele Unit- sometimes I would float to other facilities needing Med/Surg nurses. So when I was hired as permanent, my skills or time management was never questioned. I was never told that there would be an "orientation" on days. It seems as if my preceptor is trying to find fault in my work-and of course, if you take that type of attitude, you can always find fault because no one is perfect. Just today, I received a call from my director that she "wants to meet with mee regarding my orientation". It doesn't sound good. I'll let you know the results since I'm meeting with her tomorrow. I really just don't get it!

[GoNightingale, BSN, RN]

Tell them "working on time management" is too vague and that you need specifics, including incidences in which you failed to meet objectives. In fact, ask what are the objectives. You have to learn to stand up to some people. Say it with a smile, but with confidence.

I had this problem once with a supervisor who did not manage me and rarely saw me perform any duties. But the CNO wanted "others" to evaluate managers. The comment this person made was so vague that I told my CNO unless she can be more specific then I have to assume this is a form of lateral violence. Never heard another word.

Thanks Classicdame, I definitely will request more concrete information. My preceptor has been trying to find fault in my performance, of course since I'm not perfect- she has found fault. I know this sounds almost ridiculous, but I get this vibe from her as if she does not want me to succeed. My director called me today and wants to see me tomorro regarding "my orientation". From the sound of her voice, I feel like I better start looking for another job! You know it's a catch-22! If you stand up to them, you get on their wrong side and then they make your working hours unpleasant. Well.. I'll keep you posted. Thanks for your sound advise!

[kayern]

GoNightingale.........When meeting with the CNO my best advise is to stay calm and focused. Sit straight up with your hands clamped in your lap. Do not get emotional,defensive or argumentative.

If it isn't going well............ask for specific examples. As some of the other posters have indicated the vagueness is not something that can be worked on. When a comment is presented, i.e., "your time management needs improvement" Ask directly...........can you be more specific.

Work into the discuss that you were working for three months on contract, the institution was happy with my performance, please tell me what is the difference between my performance as a contract employee to permanent.

Remember...............they need to prove your skills are not up to par and without concrete examples they can't.

However, consider this.................do you really want to work for an institution that is treating you this way?

[GoNightingale, BSN, RN]

GoNightingale.........When meeting with the CNO my best advise is to stay calm and focused. Sit straight up with your hands clamped in your lap. Do not get emotional,defensive or argumentative.

If it isn't going well............ask for specific examples. As some of the other posters have indicated the vagueness is not something that can be worked on. When a comment is presented, i.e., "your time management needs improvement" Ask directly...........can you be more specific.

Work into the discuss that you were working for three months on contract, the institution was happy with my performance, please tell me what is the difference between my performance as a contract employee to permanent.

Remember...............they need to prove your skills are not up to par and without concrete examples they can't.

However, consider this.................do you really want to work for an institution that is treating you this way?

Kayern, thank you so much for your very insightful advice and thoughtful concern. I will begin by telling you that I was fired. From the moment they put me on days for "preceptorship", and when they chose to be so vague about performance, I knew this was headed in the wrong direction. But knowing how hard it is to get hospital positions these days, I hoped for the best. I was going to ask for specifics, but as you know- when they want you out, they will just continue building up a case until you are out. So i didn't bother. The more I have thought through all of my experiences since becoming a nurse 2.5 years ago, I am convinced I started this career at a late age. If I think about the ratio of young nurses to old nurse (50+ years old), there are alot more younger nurses. At my age , ( 56 years old) most nurses have been in the business for a while and are considering either retiring soon or a desk jon (ex. case management). These hospitals look at me and think of how much they will have to spend on

health insurance and the type of value I could add to their floor before my retirement age. From a business standpoint, they can get alot more value and mileage from a younger nurse.

You are correct in that Idid not wish to stay with a company that is treating me this way. I am now re-evaluating how I can recreate myself and what to do. I am sad, but I stand firm on the conviction that everything happens for a reason. Thank you kayern.

[kayern]

WAIT A MOMENT.................Don't sell yourself short because you are in your fifties!!!!!There is a lot to be said about life experience. More value from a younger nurse.............perhaps but not necessarily so.

Go find another nursing job, you sound as if you have something to offer. I'm sorry this happened to you, but as you said, everything happens for a reason. Please don't be discouraged. Keep us posted.