Jump to content

Raising them right.


I like working with new nurses, generally, because we learn alot from each othee and I get a chance to help them mature into competent, confident professionals.


What do you do with a young colleague who went from school to team leader of a whole floor (LTC) and is sloppy, at times unprofessional in conduct, lacks finesse in dealing with resident and family behaviors, and worst of all - overly confident and resistant to criticism?

I like this one, but it's come to a point where I feel he needs a heart to heart/'Come to Jesus' talk with myself or another colleague, or a disciplinary meeting with the nursing manager. Concerns have been raised kindly before, but it goes in one ear and out the other. I want this person to succeed - perhaps the gentle approach isn't the right one in this circumstance.

So - pass on concerns to manager and wait for them to deal with it, or pull the person aside for a serious chat?

traumaRUs, MSN, APRN, CNS

Specializes in Nephrology, Cardiology, ER, ICU. Has 27 years experience.

Moved to pt/colleague relations

I would try talking to the person first...but don't tell them what to do as you aren't the manager. Perhaps go the respectful constructive criticism route, and if they don't listen at least you tried before going to the manager.

prmenrs, RN

Specializes in NICU, Infection Control. Has 42 years experience.

Document! Specific dates, times, incidents. More than just one person should do this. When you have 5-10 incidents, take that to management. If it's not written down, it didn't happen. Don't be vague. Don't say "every one is talking about it".

TriciaJ, RN

Specializes in Psych, Corrections, Med-Surg, Ambulatory. Has 40 years experience.

c) All of the above.

Start documenting. In the meanwhile, a Come to Jesus talk would be a good start since you like the guy and would not like to see him fail. The talk might not do any good; after all, he's the leader. That means he already knows everything, right?

Next step is to have an I'm Concerned talk with his supervisor/evaluator. Does he get regular evaluations? This is where you share your documentation and concerns.

After that, you're pretty much out of magic. It won't be pretty when he crashes and burns, but at least you'll know you did everything you could. Good luck.