I just recently accepted a new nurse manager position at a SNF/LTC/Rehab facility that I have been working at for about four years now. This is my first change in roles at this facility, so I haven't quite changed my approach from a fellow staff nurse/colleague to that of a manager yet (I haven't yet completed my second week in this position). Prior to this, I had been working as an Interim Nurse Manager but still had a few shifts as a floor nurse, so it wasn't necessarily 'key' for me to develop a new approach to my relationship with coworkers as it was believed that I would return to working as a floor nurse when they found a permanent manager (it initially wasn't expected that I would accept the permanent position).
Anyway...my question is, how do you remain objective in regards to the performance of the floor staff members, especially with those with whom you had a good working relationship with and enjoyed working with? A specific example is this: There are two nursing assistants that I have always enjoyed working with because of their 'fun' personalities. I've always enjoyed their sense of humor and have believed them to have a good work ethic. However, comments from the nurses working the floor suggest to me that they aren't necessarily as amused. They often remark that they hope that patients are getting their showers, that beds are being made, etc because they perceive these aides as being "bored." And granted, they do spend a lot of time at the nurse's station, even in my office, but I've always took it for granted that they were there because their work was already completed. I figured if they were watching football on the Internet there must be nothing else for them to be doing. Now, I'm starting to wonder if I'm letting their humorous personalities cloud my judgement as to whether or not work is actually being completed. There is a "dashboard" that I have access to that can tell me whether or not tasks are being completed, however, up until this point I haven't really been checking it because I've trusted my staff to get their jobs done. So, I feel that's the first thing I am going to start doing, as I feel the comments made by other nurses are my responsibility to look into. However, does anyone have any other suggestions for remaining objective when it comes to evaluating the performance of employees you like?
On the other hand, I have no problems holding staff members accountable if I don't necessarily care for them. For example, there was an aide involved with an incident that I had no problem reporting, partly because it was my responsibility to start an investigation. However, I've never particularly enjoyed working with this person, so the potential consequences she would have to face didn't faze me (note: I wasn't out to get her, it was her own behavior that required reporting. I just didn't feel bad about it). Also, it makes me wonder if I would have difficulties investigating the staff members I do enjoy work with if circumstances would require me to do so.
In other words, I am concerned if potential "favoritism" may be affecting my performance as a manager, and if so, how can I correct this?
Thanks
