HELP needed getting a team in line!

RE: HELP needed getting a team in line!

Jill Macdonald — Tue, 27 Jan 2015 17:50:07 GMT

Sounds as though you're getting on well and the steady approach is working for you.

I agree with many of the other comments - delegating effectively and giving other staff responsiblity is a key aspect of management, as is including the team on decision-making and problem-solving. I always found it incredibly insighful the ideas that members of staff who had previously had no input, could come up with when given the opportunity - sometimes that is all they need. Of course the team will also 'buy in' to changes far better if some of it has come from them too!

Re your 'moany' staff member - why don't you initially just hold a meeting with everybody to talk about this issue. You're absolutely right, that this environment of moaning, negative comments and talking about people behind their backs is really destructive, so try tackling it head on! Maybe have a discussion (could use board and get staff to bring forward their thoughts) and just start off with 'why might acting in this way be detrimental to us, and the practice'? Raising everyone's awareness of this behaviour would be a really good starting point to stamping it out!

Good luck and keep us posted on progress.

Jill

RE: HELP needed getting a team in line!

Charmaloo88 — Tue, 27 Jan 2015 16:45:00 GMT

Thanks guys, I'm feeling like the small changes I'm introducing are being positively received and are making a big difference, the team also seems to be happier!

The only issue I'm facing now is a nurse being very passive aggressive...as in all she does is moan about everything I do behind my back but is lovely to my face. I'm wary of dealing with this and I really want to eradicate the gossip side of the practice (appreciate this is probably the biggest task I face in a predominantly female environment!) and as she has not said anything to me personally should I address her as an individual? Or make a generalised statement to the team, hoping she gets the point, then take it up with her if the behaviour continues.

I also totally agree with Sal's previous point, I've locumed a lot and worked for a lot of terrible head nurses...but they were all lazy more than anything else! I fear my lack of management skills is what's going to end up biting me on the ass.

RE: HELP needed getting a team in line!

enigmaticat-uk — Mon, 19 Jan 2015 18:11:31 GMT

I definitely agree having a meeting with all the staff involved is a must to get them on board. I think it's a good idea to try to initially get them to discuss these issues and then ask them to agree that these are important things that shoud be done to maintain high standards and give themselves pride in their standard of care.

Once established that the team wants to have these standards, try and find out why they aren't currently doing them properly - are you short-staffed, is there insufficient time to fulfill these tasks or laziness? Why are nurses changing treatment times to suit their schedule - is it the only way they can fit them in or are they being lazy?, do staff simply not understand the importance of doing something a particular way - offer extra training to explain the logic behind protocols. Have protocols and checklists put up. Once you find out the reasons (real or perceived) then maybe as a team you can tackle them together

RE: HELP needed getting a team in line!

Ems — Sun, 18 Jan 2015 17:59:01 GMT

I think a meeting is certainly how I would start things off, if you have everything in catagories then it appears well thought out and stops the same subjects being discussed over & over.

I'd also consider giving each member of staff a category to be in charge of? We had this approach in one the clinics I worked in before and it meant if something wasn't being done you knew who was responsible (obviously this can't be done for everything e.g. filling in anaesthetic charts). I was mainly in charge of paper work so filing, writing down fridge temps in the morning, making sure there were enough post op & anaesthetic sheets etc.

RE: HELP needed getting a team in line!

Sal the 1st — Sun, 18 Jan 2015 16:21:25 GMT

it can be difficult joining a team where there are staff members that have been there for ages - I know, I have had to do it a few times and its not always easy to engage with people who don't know too much about you and are worried about what you are going to be like or just how much you are going to change the status quo. The best way I have found is as already mentioned is to find out their strengths and give them responsibilities in line with those - giving them their own bit of 'power' if you like but making it clear at the same time if they want those responsibilities and the job isnt done the buck stops with them.

In some ways I don't regret not being a head nurse anymore - because it is hard work and you can be left feeling like piggy in the middle but some days now I would love to be able to not just ask but to insist that things are done when I can see that they need doing and not get the 'attitude' (I have never asked anybody to do something that I wouldn't be prepared to do myself) . I do get frustrated to the point of steaming sometimes when I can see things that need doing and I know that they just aren't going to get done or they will get half done (which to me is worse than not doing them at all), but then I suppose thats no more than I should expect being part time and the most recent. Maybe I am too old fashioned and just expect too much these days?

I always used to say to the nurses that if they were straight with me I would have their backs(and they knew very early on that this would be the case) and if they weren't I would have their hides. It wasn't always plain sailing but on the whole it worked quite well for me.

The other thing I would say is to think back to the head nurses that you have had and things that they did that you didn't like and not do the same to your team - or you may have had a head nurse who had a really good way of dealing with certain situations ?. I once had a head nurse called HIK (Hitler in Knickers) and she taught me exactly how not to do things

RE: HELP needed getting a team in line!

FINNIGAN — Sun, 18 Jan 2015 14:23:11 GMT

H there. I know how u are feeling, I'm new to being a head nurse too,, well a year now actually, I hAv a great team but there too are some sticky subjects I hav one nurses hart constantly doesn't fill out anaesthetic monitoring charts, Hav picked her up on this a few times, but found one the other day that was blank an not even the animals name on it, I feel quite strongly about this, I Hav made a few changes that have been successful and wel recieved, I too can come across a little bossy but don't mean anything by it, so I try to be a but diplomatic where I can, I don't feel I get a lot of support or much backup from my 2 bosses an not sure how I get them to back me up more,, I have put into play different areas for each person to be in charge of ie, ordering stock they all hav their own areas that they are responsiblefor and this works well, it is very frustratin at times I seem to doubts myself wether I'm right for this,, 2 of the nurses have been there a lot longer than me which I find awkward at times telling them wat to do

RE: HELP needed getting a team in line!

maylane — Sat, 17 Jan 2015 20:58:27 GMT

Have you thought about giving team members an area to be responsible for to help you, i.e. someone who champions the dangerous drugs, someone who looks at cleaning protocols etc?

How about a team meeting to ask the team how best to handle all the changes?

From my experience in practice i was in a situation where there were lots of areas where improvements needed to be made and all staff were constantly told standards were not high enough, emails were sent to everyone reiterating what was not done and it served to really lower morale amongst those of us who were working our socks off to improve things and was completely ignored by the staff that couldn't be bothered. If you find there are people that are not willing to change speak to them individually and make it specific using examples. If theres anyone on your side who is busting a gut to help lavish them with praise.

RE: HELP needed getting a team in line!

Charmaloo88 — Sat, 17 Jan 2015 15:14:23 GMT

Absolutely I don't want to storm in and act like I own the place!

If anyone has any advice on people management please fire away! I'm not a nasty person but have been told I can come across as a bit bossy sometimes, I obviously want to keep everyone happy as much as possible or else I'll end up with no team at all!

RE: HELP needed getting a team in line!

Sal the 1st — Sat, 17 Jan 2015 14:04:25 GMT

[quote user="r-more"]The other issue to consider here is your approach to this. Whilst you need to be firm with this (particular on issues that could lead to serious consequences), take a steady approach, involve others and listen to and consider their input. You're more likely to get success if you make this a group effort rather than just laying down the law as "the new head nurse". Once they get more familiar with you, you may find your efforts take less "push[/quote]

strongly agree with this - go in guns blazing and you can expect to be shot at, and it might not be a lone sniper it could be a firing squad! . Go at it steady and involve your nurses in decision making and it will go a lot easier - for everybody

RE: HELP needed getting a team in line!

Charmaloo88 — Sat, 17 Jan 2015 12:12:50 GMT

I have made a priority list which is only 5 points long, but think splitting the issues into separate categories is definitely a good idea so thank you!

I'm going to arrange a nurses meeting in the next few weeks (they haven't had one for nearly a year...) and will run ideas past the boss beforehand. I did work there as a locum for quite a while so I do know the team pretty well and get on with everyone so I'm hoping this will work in my favour.

RE: HELP needed getting a team in line!

r-more — Sat, 17 Jan 2015 12:00:32 GMT

If this were me, I would look at this as a specific project and give the appropriate attention as opposed to just consider it a "to do" list.

I think the first thing to do would be to get your head around things in a neat logical manner. You mention six pages, whilst the doesn't necessarily need condensing it might be worth starting to formalise it a little: put things into categories (e.g. Inpatients/Hospital, Drug Control, House Keeping etc.). This will help to start formalising the issues as written procedures, and the very least it will enable you to get a good foundation to base your own efforts on!

Once you've formalised this, you'll need to consider how thing should be done and start to put together written procedures and methodology. At this stage, or maybe earlier, I think you should mention this to your superiors: partners, practice manager, senior vet. What you need to get here is buy in from them and also their backing - your efforts may get nowhere if the nursing team think that it's just your efforts and if things start to go seriously wrong you'll need senior members to step in for disciplinary issues. Your efforts here will be helped if you can demonstrate the benefits and that this can be done with existing resources. In addition that might provide some practical support and take on some of the effort themselves.

Once things start to get put into place (maybe one area at a time - prioritise the issues), allow some bedding in time before getting strict with infractions.

The other issue to consider here is your approach to this. Whilst you need to be firm with this (particular on issues that could lead to serious consequences), take a steady approach, involve others and listen to and consider their input. You're more likely to get success if you make this a group effort rather than just laying down the law as "the new head nurse". Once they get more familiar with you, you may find your efforts take less "push".