[Authentic] Responding to Poor Employee Performance

Managing and Responding to Poor Employee Performance (Blog post 1)
By: Amer Al-Thawabiya
In this blog assignment, I will reflect upon an experience which I had with a newly graduated female nurse,through the use of the Gibbs cycle of reflection (Gibbs, 1988). There will be a discussion of my thoughts and feelings on poor performance management, an analysis of the management process and also organisational factors relevant to the scenario.
Performance management is a continuous process of evaluating and identifying specific areaswhere the employee failed to meet the required standards in place of work (Andrea &Verna 2013).Therefore, it is very important that the organization have a performance management strategy in place to achieve organizational goals leading to performance improvement.
In placement, during my job as nurse educator on a vascular and transplant unit, I was mentoring and clinically supervising a new graduate female nurse who was required to gothrough a specific process of orientation for the first three months. The new graduate nurse was expected to meet essential standards, develop knowledge, skills and attributes to work independently as a registered nurse and to apply the theoretical aspects into the provision of patient-centered care. I began this process by buildinga mutually respectful professional relationship with consideration of the nurse needs and goals. As a nurse educator, I am genuinely committed to providing feedback in ways that are respectful to nurses. Identifying underperformance, providing support, actively listening and giving constructive feedback is paramount to ensuring patient safety.In addition,after three months I have to provide the clinical manager with a performance evaluation for this nurse, which consisted of the final decision based on her underperformance, issue of repeated errors and the lacks clinical skills and interest to work in vascular and transplant specialty. Furthermore, i recommended that she had shown a good attitude and knowledge, but an extra precaution,special care of clinical practice and documentation is necessary here.
Initially, I felt very confident and professional in my decision, as the decision was made using professional expectations. The decision contributed toward the design of the action plan which would be implemented toresolve problems of poor performance and future issue arising. However, the nurse was disappointed and felt very negative about the outcome.I explained to her that Idid not want her to feel let down, but she needed to be aware of the facts. I constantly find myself thinking aboutthe decision I made and the impact on the nurse career path. However, I feel this decision will present scope for the development of new knowledge and skills, and possibly even a changing in her professional attitudes.
The incident was extremely challenging for me. In the end, I had to consider my decision ethically taking into consideration thefundamental ethical principles(the value of life; goodness and rightness; justice and fairness; truth-telling and honesty; and individual freedom). This decision approvedby my organisation. They provided me with a framework for performance improvement and performance management strategy, which consisted of four stages:
Planning: It was a great beginning for both of us;we went over the goals and expectations to clear any confusion or misunderstanding. Initially, in this stage we agreed on a specific action plan and learning contract whichincluded:
Learning Needs
Evidence of Accomplishment
The goal or learning needs that we have agreed to focus on.
What will be done to help meet the learning goal (what I will do &what she will do)?
How we will know if this goal was accomplished?
Coaching:During this stage, we were having a strong and mutual relationship; i used different types of coaching such as traditional and directive coaching where I focused on specific skills and goals.
Reviewing:I provided her with frequent, immediate and specific feedback on her performance. I reviewed the objectives with her to ensure that they were still relevant.
Rewarding:Acknowledgement memo and appreciation letter were provided to the graduate nurse for her hard work toward accomplishing all the goals and the expectations during the process of performance review.
Throughout this experience, there was a lack of support from the human resource department in managing poor performance. In particular, I identified more clarification was needed about the required documents myself and the line manager were using. There was not clear feedback from human resource to guide us whether we were managing the process correctly. Therefore,it is very essential to build up a mutual relationship between line managers and human resource in order to …

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