Wednesday, May 10, 2017

How to Evaluate a Bad Employee

Running a ward is not an easy job, except for Satan’s favorite children who shirk responsibility and get away with it every time.

One of the tasks of the nurse manager of a ward is to review the performance of the support staff every year.  For Satan’s children, this is their opportunity to reward those they like and strike down those they don’t like.

If they don’t like you, your appeal of a bad review will go nowhere.  I speak from experience.

One of the nurse managers was never accepted as the Person in Charge.  Her staff, as well as the outgoing and incoming shifts, give her a very hard time.

This year, she gave a low score to the ward clerk.  This clerk deserves to be fired, but that will never happen.  The charts are a wreck.  She comes in late, disappears, will not answer the phone, and screams at anyone who asks her to do anything.

I saw the review and thought the nurse manager was being generous.

The clerk thought the review was inaccurate in that she is a fantastic employee who works very hard.  The charts fall apart because other people drop them and she is not their servant.  Papers are misfiled because other people misfiled them.

I eavesdropped on the meeting with the clerk, nurse manager, and one of the higher-ups.  Predictably, the nurse manager was wrong for giving the clerk a bad evaluation because multiple write-ups are required before someone can get a bad score; otherwise, the employee proceeds through the year, thinking their job performance is great.

The higher-up changed the clerk’s evaluation to a perfect score over the objections of the nurse manager.  The clerk joyously fled the room, screaming back at the nurse manager, “I told you I would win, you stupid bitch.  Now I’m going to tell everyone they were right about you.  Go fuck yourself.”

The nurse manager said to the higher up, “See?  This is what I deal with every day from her!”

The higher-up shrugged and said, “She’s just venting.  What you did to her was wrong.  Let it go and learn your lesson for a change.  We are tired of fixing the problems you cause on your ward.  You need to get along with your staff.”

The higher-up left the room, leaving the nurse manager sitting there, dumbfounded.

I went in.

“You weren’t wrong,” I told the woman.

“Thank you,” she said.

“Here’s my advice, for what it’s worth,” I offered.  “From now on, give every employee the highest scores possible.  You can’t win.  They will not become better employees and start treating you like a human being.  If anyone questions the perfect scores, tell them that all of your staff embodies the values and behaviors that this hospital cultivates and rewards.”

She laughed.

“No, I’m serious,” I went on.  “You make misery for yourself giving them bad reviews.  In any other place, such behavior would merit termination, not a raise and a pass at coming in late and cursing out your manager for the next year.  A perfect review does not translate into a lot of money.  If a clerk or orderly is not at the top of their salary grid, the most money they can get for an excellent review is $500.  It doesn’t come out of your pocket.  Let the company pay these horrible workers a few extra hundred a year.  This is what they want.”

I think she started to think about it seriously.

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