Dealing with a Problematic Employee
For an administrator in a healthcare institution, it is difficult to control the performance of all members of the staff. Therefore, some employees can underperform, and it can be difficult to notice. However, if an employee is clinically incompetent, emotionally unbalanced, unproductive, and uncooperative, it can be seen very clearly. As for me, I would not terminate this employee at once. Instead, I would implement certain disciplinary procedures towards this employee and give them a chance to improve.
Thus, I would attempt to deal with this employee’s problems one by one. First of all, in order to increase this employee’s clinical competence, I would provide them with training. Basically, our training sessions will show whether the employee wants to improve their knowledge and skills and work in a medical institution or they are too indolent to work there. They can also come to understand that they have chosen the wrong profession (“5 things you can do to improve,” 2013). Thus, I will know if my training brings any positive results or I should rather terminate this employee.
As for this employee’s unproductiveness and uncooperativeness, these issues can be handled easier. As for underperformance, I would, first of all, have a conversation with the employee in order to identify the reason for the low productivity. There can be many different reasons ranging from the lack of knowledge and skills to some personal problems. Nevertheless, no matter what the reason is, I will try to help the employee to improve their productivity. Regarding uncooperativeness, it is also important to identify the reason for such behavior. Then, it is imperative to explain to the employee the significance of cooperativeness in this profession (“5 things you can do to improve,” 2013). Concerning the emotional state of the employee, I will have a conversation with them and give them some time to deal with their emotions.
Coaching a Proficient Employee
It is always good to have a highly proficient employee as a member of the staff, especially in medical settings. No matter how proficient the employee is, there is always room for improvement. Therefore, it is important to provide continual training for this employee (“Step-by-step coaching,” 2016). In fact, administrators should train and educate new members of the staff in order to improve their knowledge and skills and help them become better surgeons, nurses, physicians, and so on.
In terms of the process of coaching itself, first of all, I would explain to the employee their every action and decision focusing on the aspects that were not right. I would say that I will be their coach who will help them improve their skills and knowledge. After that, I would ask for their feedback regarding my comments and their willingness to improve themselves.
Once we agree on the schedule of our training sessions, the actual process of coaching begins. During this process, I will teach the employee some things I know from my personal experience and provide assistance in difficult medical cases. Once a week, we will discuss this employee’s performance, and I will comment on their mistakes and provide my opinion regarding the solution of certain issues (“Step-by-step coaching,” 2016). When the time of coaching is over, and the employee becomes even more proficient and independent, I will provide them with my concluding feedback and wish them good luck in their profession.
5 things you can do to improve your staff’s performance. (2016). Web.
Step-by-step coaching improves employee performance. (2013). Web.