Reviews.....Ugh

hollyberry678 · Feb 18, 2008

I would write a letter, a follow up to the review and thanks for your time, blah,blah, that you take your job very seriously, and are concerned and confused about the comments as you see yourself as a self starter, not someone who needs to be told, and "since you had no specific examples" of this, could you please follow up on this so that you can understand to learn and grow in your role, and not make these types of mistakes again, but as it is now, you are confused, ect...you get the idea? make them accountable too for these assertions..

jjjoy, LPN · Feb 18, 2008

That's a tough one. It could just be that they had to come up with some kind of "constructive criticism" for the eval and since you are generally right on top of things, all they could come up with was this vague critique. In that case, you could more or less ignore it.

It could also be that while you are a hard-worker and do get everything done without being asked that perhaps there's something about your manner that comes across as being overly task-focused. In that case, "lack of motivation" isn't about how hard a worker you are, but about the appearance of your capabilities and "initiative".

Sometimes being over focused on tasks can mean that the nurses might think you are not interested in anything beyond your own to do list or are trying to avoid other people by disappearing to the supply room to restock shelves when you aren't needed by patients. In that case, I'd suggest doing at little less pre-emptive work (things that are nice but not necessary - like restocking half full carts; maybe even allow your a bit more time to get your charting done) and make an effort to work around the nurses more. Ask if you can assist them with something. Keep an eye out for nurses with their arms full heading into a patient room... "Can I help you?" This is what they might mean when they make comments like "lacks initiative" and "has to be asked" to do things.

Try getting to know the nurses better... ask them about their work, their free time. As they get to know you, they also might feel comfortable giving you guidance and feedback so you know where you can improve and where you are doing great.

You could also ask if there's another CNA that they think you could learn from and see if you can observe how they get things done. You might even want to ask to pair up with them one day or shadow on a off day for an hour to really see what they do, since it can be tough to see what others are doing when you've got so many of your own responsibilities.

theatredork · Feb 18, 2008

I had the same thing happen to me at my last review, but that was when I was a PCA (patient care associate). I was told I lacked initiative. I was so upset at that, and I knew they were just looking for something so I wouldn't get a full raise.

I didn't do too much about it because I knew I was leaving in a few months, but man that sucked. I was the hardest working PCA on that unit, and even my coworkers didn't understand that comment on my evaluation.

Virgo_RN, BSN, RN · Feb 18, 2008

I agree with jjjoy's post. It could be that the tasks that you are prioritizing aren't necessarily what the nurses would prioritize. I'll give you an example. I work with an aide who I would describe in just the way your manager described you. She is great at getting routine tasks done, but basically has to be asked or told to do anything out of the routine. She was stocking the nurse servers the other night (which is great; it needs to be done) but was so focused on this task that she didn't notice me refilling my patients' water pitchers, bringing them snacks and warm blankets, helping them to the bathroom, when I really needed to be doing a med pass and preparing myself to give report to my charge nurse. The aide only sees what she is doing at the moment and does not seem to notice all of the other things going on that she could be helping with.

Now, I do appreciate the nurse servers being stocked. It's annoying when I go to get a med cup and there aren't any, or throw something away and there's no trash bag. But these are minor inconveniences compared to having to interrupt my work flow to answer call lights because the CNA is at the far end of the hall stocking instead of answering call lights. One thing that does need to be reliably stocked is the blanket warmer, and I can't tell you how frustrating it is to go fetch a warm blanket for a freezing little old lady only to discover that the blanket warmer is empty!

I'm not saying this is what you do; I haven't worked with you, so I don't know how you go about your job. But, having worked as a CNA and now a nurse, I can honestly say that my priorities from a CNA standpoint were different than what I, as a nurse, would prefer for the CNAs to be doing.

Batman24 · Feb 18, 2008

A lot of times reviews in all fields include something negative or "constructive" as they like to say. I think it can be bush league. If the employee is doing a great job they should be commended and rewarded for it. If if didn't effect your raise then I would let it go. I would follow up on examples. It can be done in an assertive manner not an aggressive one.

llg, PhD, RN · Feb 18, 2008

A lot of times reviews in all fields include something negative or "constructive" as they like to say. I think it can be bush league. If the employee is doing a great job they should be commended and rewarded for it. If if didn't effect your raise then I would let it go. I would follow up on examples. It can be done in an assertive manner not an aggressive one.

I agree. I hate the whole annual review process and try to keep it as minimal as possible. I try to keep it "one bad day per year" by not dragging it out, asking for more feedback, scheduling follow-up discussions, etc. The more you pick at a wound, the worse it gets. It rarely gets better.

As long as my review is in the "satisfactory" range, I let it go. I try to be particularly mindful of any areas that are identified as needing improvement in the upcoming year, but that's as far as I go. By next year, whoever gave that input will have moved on to something else.

classicdame, MSN, EdD · Feb 18, 2008

if you have not had conversations with your supervisors about your performance then it is THEIR fault that you have not performed according to their expectations. Mind-reading is impossible. Without a concrete example the review had no merit IMHO.