Sheila, the unit nursing manager approached Ashley on the floor. "Ashley, I need to see you today in my office. Can you let your preceptor know you'll be off the floor from two until two thirty?"
Ashley's stomach sank. Somehow she knew it wasn't going to go well. She dreaded the meeting and at the same time wanted to get it over with.
No one looks forward to performance counseling. But when you are given a verbal or written warning, you are also being given a chance to turns things around and save your job. Here's what to do and what not to do.
Don't Be Defensive
It never helps to be defensive when you are being counseled, even when you feel they are wrong or misinformed.
Chances are that your manager hasn't directly observed your performance, but she has received feedback from your coworkers and preceptor. If she says "It has been brought to my attention" or "Several people say...", do not ask who "they" are.
She most likely is not going to divulge names, and asking "who" complained may be seen as a way of deflecting or discounting the feedback she's giving.
The best thing is to listen carefully, strive for understanding, and take it to heart.
Being Blindsided
It feels like a sucker punch when it comes as a complete surprise. Maybe your preceptor has given you no meaningful feedback or only positive feedback. When negative feedback on your performance comes as a surprise, you can say that you were not aware of these performance problems, but that you appreciate being given the opportunity to (now) improve.
Damage Control
What if the meeting did not go well and you reacted poorly? Even if time has passed since a meeting with your manager in which you were taken by surprise, you can remedy the situation by circling back and giving this message:
"I've had some time to think about what you said, and I see your point."
Ask for Clarification
If the feedback is vague, make sure you understand the specifics of the concern. Without being defensive or argumentative, ask for clarification.
"I understand that my time management is a problem. How would my performance look different if my time management were improved?"
Ask for Help
When you ask your manager for help, you convey that you want to improve and you value their feedback and advice.
"What do you think would most help me to improve my prioritization skills?"
SMART Goals
Your nurse manager should provide you with an action plan. If not, ask for one! If not a written action plan in so many words, then be sure you are provided with measurable goals. The best goals are SMART Goals.
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Specific
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Measurable
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Achievable
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Realistic
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Timely
For example, a new grad may be asked to improve time management skills. Your performance goal(s) should include all of the above in order for you to succeed and for you and your manager both to know if you've met them.
Close the Loop
Ask when you will meet again with her to review your performance. Ask if you can come to her with questions or guidance before that time if needed.
"I'd appreciate frequent feedback from you to see how I'm doing and where I can improve."
This makes the manager a partner and a coach and holds them accountable to the process.
Make a point to stay in close touch informally with short office drop-bys, a smile, a wave. The more closely you stay in contact with your manager, the better.
Preceptor Feedback
If your preceptor does not offer regular feedback, ask.
After a procedure, ask "How did that go? Is there anything I should have done differently?"
At the end of each shift, ask for specific feedback.
"Now I was working on my time management today, can you give me feedback on how I did?" or "Can you tell me what went well today and what I could have done differently?"
This gives you timely feedback, and is also laying the groundwork for your next manager meeting. If your preceptor simply says you did "fine" four shifts in a row, it's difficult for the manager to say your performance is not up to par when you've been given positive performance feedback.
Transfer to Another Unit
It's not uncommon for a nurse "who is not cutting it" to be transferred to another unit.
And sometimes transfer to a new unit or a different shift can be a good thing. It can provide a fresh start with a new group of coworkers.
Unhealthy Work Environment
You may come to realize that the problem isn't you, but the work environment. Maybe there's a lack of support, or bullying, or some other form of a toxic environment.
Some work environments are selectively toxic, meaning toxic to new grads in particular.
Toxic environments do not magically right themselves and become supportive wonderful work environments. There are many reasons why nurses quit. Once you realize you are in a toxic environment, then the best thing to do is to strategically plan your exit.
I hope these tips help you to be prepared if you ever find yourself in this situation.
