When a staff member needs to improve
Sixth and final article in a series on performance management. This article completes the series on performance management, published monthly since June 2008. The first article gave an overview of the performance management process. The next 4 articles covered the job description, initial competencies, orientation, goal setting, on-going competencies, coaching…
How to keep shared governance alive
Shared governance (SG) has become a hallmark on the journey to achieve Magnet status by demonstrating exemplary professional practice. SG is an integral part of Magnet hospitals, which achieve this status through the Magnet Recognition Program. The American Nurses Credentialing Center developed the program to recognize organizations for nursing excellence.…
Staff evaluations: More than a formality
Fifth article in a series on performance management. Elements of performance management Job description Initial competencies Orientation Goal setting/ performance planning Competency assessment Coaching, mentoring, and recognition Performance evaluation Self-evaluation Peer evaluation Performance enhancement plan. This article builds on the first 4 articles in this series, published in the June,…
Assessing staff's on-going competencies
Third article in a series on performance management. This article continues to build on the first 2 articles in this series, published in the June and July issues. The first article gave an overview of the performance management process. The second article covered the job description, initial competencies, orientation, and…
Is your OR's governing structure up to today's intense demands?
Everyone wants the OR to run smoothly—on-time starts, few delays, a well-managed schedule, and buy-in on quality and safety projects. To make it happen takes strong leadership and collaboration. The traditional OR committee may not be up to the task. Too often, it becomes a complaint forum, with the OR…
Managing your staff's performance
First article in a series. Elements of performance management Job description Initial competencies Orientation Goal setting/performance planning Competency assessment Coaching, mentoring, and recognition Performance evaluation Self-evaluation Peer evaluation Performance enhancement plan. Performance appraisal: Do these 2 words bring a feeling of dread when you hear them? Do you put most…
Opening managers' eyes to lateral violence
A workshop using real clinical narratives helps nurse managers learn about lateral violence at a community hospital in the Northeast. The hospital has also adopted a policy on lateral violence, which is in the early stages of implementation. Donna DeRobbio, RN, MSN, collected the narratives as part of a research…
Lateral violence: Why it's serious and what OR managers can do
A nurse hides a surgeon's favorite instrument when a substitute fills in as the scrub. A circulator does not tell a new nurse who is scrubbed that she knows the shunt the surgeon selected has fallen on the floor. A newly hired RN who was previously a scrub tech is…
Managing people a theme at conference
The power of teams and a culture of collaboration were themes at the Managing Today's OR Suite conference Oct 3 to 5 in San Diego. The conference attracted 726 attendees for the 2-day conference and 390 for the pre-conference seminars. They visited an exhibit featuring 88 companies. Match peoples' talents…
The Carrot Principle: A low-cost, high-return employee motivator
"When you recognize people for what they do well, they actually do better." Max Brown will speak on The Carrot Principle at a luncheon on Friday, Oct 5, at the Managing Today's OR Suite Conference Oct 3 to 5 in San Diego. He is with the Carrot Culture Group, a…
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