In my years of experience as a nursing supervisor, coordinator, manager,Â I have learned a few things (self taught, Â by experience; not in the books, not in classes) that have been very valuable and that I like to share with my colleagues.
Keep in mind that the role is to be supportive of the professional growth of the staff. That means encouraging them to move on, to grow, not stay with you forever.
Keep in mind that a micro manager is not good; sometimes the more freedom that you give staff, the more they will knock their socks off to help you.
Keep in mind that regularly scheduled staff meetings are very important for team building and loyalty. Weekly. And generally my experience has been that the longer the agenda, the shorter the meeting. The shorter the agenda, the longer the meeting goes on. It is the time to give staff the liberty and respect to share ideas and experiences. I have never felt that staff meetings should be just a forum for announcements and dictates, but rather for their agenda and participation as well.
Keep in mind that you need to get to know each staff person well. Have individual meetings to understand their goals, needs so that you can make adjustments. Don’t just meet with them to dictate schedules and do the annual reviews. And speaking of annual reviews, do let the staff do a self review, then compare your notes at the face to face discussion.
Â Keep in mind to not be rigid about time schedules and dress codes. Make reasonable adjustments.Â Â The staff have a life outside “work” and they will reward you with dedication and going beyond the call of duty when needed.
Keep in mind to treat your staff to nice thank you gifts. No paper stars or certificates orÂ plastic roses. How about making sure that they have an equipped and welcoming desk on their first day. And include a vase of flowers, for the men too!! And introduce them to all the other staff. I once accepted a position that did not last more than a month. I was told that there would be a welcoming breakfast for me. Well, it never happened. No one introduced me to the other staff.
Keep in mindÂ that a thorough, considerate welcoming and orientation is essential. Don’t start throwing acronyms. Provide a packet that includes the mission and history of the agency, a staff list with names, phone numbers, emails, positions. Provide a list of acronyms that explain whom the staff will interface with. Provide a list of relevant agencies. How about a rolodex full of essential numbers, along with paper, pens, phone, computer, and whatever else is immediately needed.
Keep in mind to try to personalize the interview, and not ask the same boring 5 or 10 questions that do not really help you get to know the candidate.
Keep in mind that the exit interview might not be worth anyone’s time. Unless you areÂ genuinely willing to listen and respond and make changes.