Support his/ her strengths but manage difficulties presented by being nonjudgmental and tactful enough, to cause him/her to reflect on difficult behaviors, that with your help may be otherwise productive.
Would help to know what the problem is. Personality, I assume? Do they think they are always right?
Before shift set guild lines and expectations of behavior and standards and what will happen if not followed.
Ex 2. Assistant nurse, could not get along with her colleagues, regular conflict on duty. She seemed bored and stressed.
We had a meeting. I found that she wanted to attend nursing school, but did not have the funds to comply. Her evaluations otherwise where very good. Had a meeting with the Manager who applied for a bursary. Had meetings with her colleagues and made some suggestions. Involvement with weekly educational topics. Worked well.
The reason why I asked that question, was to share experiences. Thank you guys
1st example. E/N in my unit, Genl ward, always correcting others, argumentative, late on duty.
Well I eventually found out, she was going to night school, had an abusive husband and a 3 yr old baby boy. After a long chat, I changed her duty roster to a more ammucable choice. Involved her in educating projects and Occupational planning.
Hi. I believe that I can offer sound advice (been a nurse 54 years). But , please, share at least two examples of the nurse being difficult. Also, how long has the nurse worked on your unit?
Amazingly, my most " difficult" nurses, turned out to be my most loyal, hardworking and intelligent people. Some are really misunderstood and not accepted. Precious people
Sometimes there are nurses that have some problems with coping mechanisms related to their own personal or family situations. And they are aggravated by the stressful work environment we are always exposed to.
I found that the "difficult" nurse usually has 1 of 3 situations we are not aware of. 1. Nursing a sick family member. 2. Bored with the routine in the ward. 3. Studying after hours. The nu 2 categories. I gave them documentation to sort out and informative nursing books to read. No 1 categories, we had an open discussion about roster options. Num 3's, ried to assist them and negotiated a schedule that both parties were satisfied with. But sometimes, some rules had to be emphasised
I try to identify their strengths, assign appropriately. Eventually, try to inquire if they are satisfied with their style of approach in the clinical setting. It's more effective if they can identify the problem area. Positive reinforcement can be helpful.
