Describe a possible first-step correction action plan for a staff nurse who is chronically late for their shift.
The interviewing team seeks a direct and planned approach to a frequent problem with nursing personnel. Your job as the unit leader is staff management, so this question should be expected and answered with confidence. Be decisive, fair, and direct with your response. Your answer should showcase your team management, including diplomacy and communication skills.
"Hopefully, I would have addressed this before it became a chronic pattern! When I first became aware of more than a couple of days, I would schedule a time to meet with the individual away from work so that it would not impact patient care or increase the other nurses' workload. I would identify the problem using real examples, like: 'I noticed you've been late three times this week.' I believe that people are our most important resource, so I genuinely want to know if something is happening in this person's life. Not to pry, but there are reasons people falter, and I need to be helpful and astute while minding the unit's needs. If the problem is new, and there are extenuating circumstances like health or personal issues, I would refer the employee to the employee assistance program or suggest taking a few days off. I would try to understand what is happening and find a win-win situation that embraces concern for the employee and the unit. My first step is to find the root cause and a measurable solution, with a plan for the next meeting to make sure the problem is resolved."
"The first step I would take is to speak with the nurse when they were late the first time, so it would not turn into a chronic issue. I understand people are late sometimes, but I let all my staff know to contact me beforehand if they are running late so there are no surprises. I would not let this turn into a chronic problem as it is unfair to the rest of the staff."
My first step is always to have a conversation with the employee. Typically, I will have a nonformal conversation with the employee before it becomes a chronic issue. You never know what is going on in a person's life so it's good to just have a conversation that discusses what the issue is and also how it is affecting the unit. Sometimes people may not realize that their actions are actually affecting the whole team and not just themselves. At times a staff member may need to switch shifts or adjust the days they are scheduled to better accommodate them as well as the unit. Once I've had that initial conversation with the staff member if there is not an improvement, then a formal conversation that is put into writing including the action plan will be implemented.
