So I’ve been a Tele RN for a year and half now. The thing is from about 5 months in my ANM would periodically relay that coworkers have been complaining about me. I would inquire in what ways, but was never given anything in particular and only once was I told “you don’t know your patient’s”. This would happen every other 2-3 weeks. I strives extremely hard to improve this, then it was “ALL the patients are complaining”. When I addressed it finally after about 4 months it stopped.
The issue now is that I notice my assignments are different and I get lower acuity, and even nurses with 5-7 months less experience are getting higher acuity. I asked about it and was told there’s nothing to worry about. My main concern however is that I was placed on a Performance improvement plan. I was placed on it to improve patient and employee interaction (although I’ve had patients try an give me their numbers).
I was told we would meet either weekly/biweekly to discuss the progress, however when I inquire I usually get asked “well how do you feel you are doing”and I say all the ways I feel I’m improving ( this is not asked in a sarcastic tone). The thing I still have no idea how I’m doing. What should I do in this situation?
If your coworkers nor your manager can provide you with specific items to improve on, then something is not quite right. I had ONE job like this - have never had another job like this since. It’s like nothing I did was right....I was too quiet, too fast with patient care, didn’t do things the way “they are always done in this department”, and other things that just didn’t make sense. Never had problems with jobs before that job nor since that job. It was just a weird, petty environment and to this day, I am still baffled as to what the issue was because no one could ever tell me when I asked! Needless to say, I got out of that job as fast as I could. Anyway - just sharing this because sometimes things really just don’t add up in a work environment. If you don’t enjoy your job though and feel anxious and uneasy, I would look for a different one. Plenty of nurses transfer after one year of experience.
Yea. The job is already tough, but even more so when you’ll paranoid about who’s reporting you and trying not to make any mistakes which can lead to mistakes.
16 hours ago, jschut said:
In my opinion, you are being "groomed to be let go". There needs to be reasons behind what they are saying and doing. If there are no specifics, what can you do? And even though patients try to give you their numbers and are sweet and kind, never take anything for granted.
I would be wary of these performance improvement plans. I have witnessed certain ones that have taken place and absolutely nothing was asked about pertaining to the job or job performance, but was more an inquiry of the RNs personal life and what was happening therein. Then, two weeks after the "improvement plan" was complete, a CNA lied and stated that this nurse said to "f*ck him" when a patient requested medication, and this RN was fired. No investigation.
Watch your back and if I were you, I would be looking for employment elsewhere. But that's just me.... Best of luck to you!
I’ve always felt this. The crazy part is a got a good review on my year evaluation and a 2%raise, however that could’ve just been because Covid had just hit, and nurses were possibly going to leave in droves.
Specializes in Psychiatry, Community, Nurse Manager, hospice.
A performance improvement plan should be specific and measurable. You shouldn't need to ask anyone else how you are doing on it, because it shouldn't be about anyone else. Example: Problem: Nurse has been late 3 times in the past 30 days. Plan: Nurse will have zero lates in the next 30 days. No one has to tell you how you did on that. You know if you were late or not.
Performance Improvement Plans that include improving your practice should have an education component.
Example.
Problem: Nurse not giving shift report according to hospital expectation. Solution: Nurse Educator to re-teach shift report expectations for Nurse. Nurse to demonstrate proper shift report two times in the next 2 weeks.
A performance improvement plan should NEVER be dependent on things that are out of your control.
Example. Nurse manager to receive no complaints from nurse's coworkers for next 2 weeks. NO. That's about someone else's behavior. That's setting you up for the bus.
If your PIP looks like that, start looking for another job and quit before they invent some reason to fire you.
A performance improvement plan should be specific and measurable. You shouldn't need to ask anyone else how you are doing on it, because it shouldn't be about anyone else. Example: Problem: Nurse has been late 3 times in the past 30 days. Plan: Nurse will have zero lates in the next 30 days. No one has to tell you how you did on that. You know if you were late or not.
Performance Improvement Plans that include improving your practice should have an education component.
Example.
Problem: Nurse not giving shift report according to hospital expectation. Solution: Nurse Educator to re-teach shift report expectations for Nurse. Nurse to demonstrate proper shift report two times in the next 2 weeks.
A performance improvement plan should NEVER be dependent on things that are out of your control.
Example. Nurse manager to receive no complaints from nurse's coworkers for next 2 weeks. NO. That's about someone else's behavior. That's setting you up for the bus.
If your PIP looks like that, start looking for another job and quit before they invent some reason to fire you.
OK so update. I met the ANM and she did a mid point yearly evaluation. It’s been about 6 months since my 1 year evaluation ( where I recieved a 2% raise). On this mid year evaluation I recieved an in the middle mark which according to her was good as I am 1.4 yrs in ( maybe some of you can chime in). The issue is still the Performance improvement plan. I know I’ve improved but I’m not sure where the managers head is. I’m waiting to meet with her tomorrow and ask in great detail. I was asked to be apart of a commitee for patient safety and was told I have great ideas, and my coworkers seem to like me, but I’m still wondering if I should ride it out or leave before then as the safest option.
Kinda sounds like '6 of one, and 6 of another', to use an old saying. Like you're positive to them in one regard, but have some negatives in others. Like they don't know what to do either.
Tough call! But then, that's why you posted here, right!!
I reread my previous 8/27 post. Some things still ring true to me.
Kinda sounds like '6 of one, and 6 of another', to use an old saying. Like you're positive to them in one regard, but have some negatives in others. Like they don't know what to do either.
Tough call! But then, that's why you posted here, right!!
I reread my previous 8/27 post. Some things still ring true to me.
Still not much help to you. Sorry!
That may be true as far as positives and negatives and I account for the negatives and am striving to improve everyday. I just feel like when you’re not clear, it’s rough to ever know what you truly need to improve on. This has affected me I can tell, because at a few months in I was hitting about 70-75% of my IV starts, even on hard sticks and now I bomb easy sticks if I’m not completely focused.
Edit: I went back and read your post. That post gave me much needed clarity on a second read. I could be paranoid but my gut tells me that if intentions are truly good, then clear path should be made and critique should be specific to nip the issue in the bud. Had they in the beginning said “looks I notice u lack, here, here, and here, here’s what we’re gonna do” It would be over and done with and non of I would have never reached this point.
So I guess it's still in your ballcourt. Do you feel comfortable with their intentions or do you still have your doubts? That should direct your forward actions.
You can hang tight and continue to keep your options open while keeping an eye on other poss job opp'ties. If you're still on your 'fence' and something really worthwhile were to come along, you could then make a move.
A lot of 'what if's' & 'maybe's' here. Not a big help, sorry.
In agreeance with the other comments, they are starting the papertrail and are grooming to let you go POSSIBLY.
I think you need to start your papertrail and ask them to answer your questions and express you want to do the right thing and meet all expectations blah blah. Managers can be very two faced and if shes playing a game being too fake to your face and not being upfront you need to document your efforts as well.
Hey, thank you all for your replies. I ended up resigning. Manager came up to me when I saw her saying “ sorry were losin ya”. It is what it is. 2 of my coworkers are smiling asking if I have something I wanna share, so somehow I take it they know, but not sure how or why they know. I’ll miss them on one hand, on the other it’s draining dealing with managers that can’t communicate or won’t. Also saw a new guy who, will be working my shift so I guess I made the right move.
Good luck to you in your future endeavors. And TY for the comeback here.
Just know, even words of 'confidential' resignations spread faster than the current West Coast wildfires! Prob within a half-hour most of the place knew. I always followed the direct chain when resigning and then only after a wee bit of time, would I then confide to certain approp coworkers. NOTHING EVER DETAILED, NEVER negative, but I figured at least it could be a courtesy card that I might want to recoup in the future.
Always pay attn to that little voice or gut feeling! In your personal dealings, and most esp, when pt care is concerned.
Good luck to you in your future endeavors. And TY for the comeback here.
Just know, even words of 'confidential' resignations spread faster than the current West Coast wildfires! Prob within a half-hour most of the place knew. I always followed the direct chain when resigning and then only after a wee bit of time, would I then confide to certain approp coworkers. NOTHING EVER DETAILED, NEVER negative, but I figured at least it could be a courtesy card that I might want to recoup in the future.
Always pay attn to that little voice or gut feeling! In your personal dealings, and most esp, when pt care is concerned.
Thank you so much for this response. Especially that last sentence. That’s what it’s all about.
I’ll be honest. Apart of me does want to tell my closest coworkers that I was technically pushed out, but I suppose I’ll take the high road.
Specializes in Critical Care; Cardiac; Professional Development.
12 minutes ago, LvlupNurse said:
Thank you so much for this response. Especially that last sentence. That’s what it’s all about.
I’ll be honest. Apart of me does want to tell my closest coworkers that I was technically pushed out, but I suppose I’ll take the high road.
Yeah, just move on. If you tell them that and for some reason ever decide you want to return to that organization, there is going to be a question mark in your head whether anyone in the organization heard about it.
Thanks for coming back and updating. I hope your new situation is a happier one!
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amoLucia
7,736 Posts
jschut - I like that > 'groomed to be let go'. Says it all to me!