Professionalism in nursing is an important ingredient in achieving a healthy work environment. Professional nurses possess knowledge and skills that enable good patient care and working relationships with others (Pinero et al., 2019). As a charge nurse, regularly assessing the behavior of subordinates and providing mentorship is key to promoting professional practice. The scenario presented involves a subordinate that has failed to uphold the professional nursing values of accountability, respect, and integrity. For example, the nurse has issues that include tardiness, delayed patient response, failing to complete documentation and altered peer relationships. I expect the nurse to put the needs of the patients first by reporting early to work and responding to patients’ needs promptly. I expect the nurse to finish documentation, report findings to colleagues, collaborate during care delivery and maintain good relationships with peers.
To practice competently with integrity, nurses must have regulations and guidance within the professional. If a subordinate nurse has had a decline in performance, the mentor needs to address the situation immediately before quality is affected. Honest feedback from nurse leaders should prevail to ensure the employee understand their mistakes. The first aspect of feedback that I will deliver to the subordinate is the areas of weakness and how they affect performance, especially in patient care. While pointing out the weaknesses, I will remind the nurse of the areas of strength and how previous performances were key to achieving quality patient care. Additionally, I will incorporate peer review findings and report to the nurse what other healthcare professionals think about the displayed behavior. Using this approach is likely to lead to acceptance and openness in planning for improving performance.
Mentorship in nursing is a process observed to benefit individuals and the wider family of colleagues and patients. During the provision of feedback to subordinates, the mentor should be careful not to make the relationship dysfunctional (Pinero et al., 2019). For example, the nurse should not address the subordinate’s issues as a superior but as a concerned partner. The charge nurse should not pressure the subordinate to agree to the new terms of service or acknowledge mistakes blindly. During a one-to-one meeting, I will give feedback without using demeaning statements. I will allow the employee to ask questions and I will give rational answers to address their concerns. After giving feedback, I will remind the nurse about the aspect of professionalism and the consequences of failing to meet required standards. I believe this approach will serve to keep the employee informed about the need to change behavior for both individual and professional gains.
The American Organization of Nursing Leadership (AONL) and American Nurses Association (ANA) provide crucial information to nurse leaders on professional nursing practice. AONL describes the nurse executive competencies that can help in managing the employees and solving key issues in professional nursing practice. For example, the organization explains that nurses act professionally and respectfully, uphold ethical principles, coach peers to succeed, as well as act as patients’ advocates (AONL, 2015). ANA provides nurse leaders with guidance on peer review and highlights that the focus of the review is to evaluate quality, determine strengths and weaknesses, identify practice patterns, and provide evidence for change (Roberts & Cronin, 2017). During feedback delivery, I will quote the organizations to the subordinate and elaborate on aspects of professional performance and behavior change. The nurse is likely to benefit from knowing the importance of peer review and how professional practice is key to all nurses.
American Organization of Nursing Leadership. (2015). AONL nurse leader competencies. https://www.aonl.org/resources/nurse-leader-competencies
Pinero, M., Bieler, J., Smithingell, R., Andre-Jones, C., Hughes, A., & Fischer-Cartlidge, E. (2019). Integrating peer review into nursing practice. AJN, American Journal of Nursing, 119(2), 54–59. https://doi.org/10.1097/01.naj.0000553206.67083.65
Roberts, H., & Cronin, S. N. (2017). A descriptive study of nursing peer-review programs in US Magnet® Hospitals. JONA: The Journal of Nursing Administration, 47(4), 226–231. https://doi.org/10.1097/nna.0000000000000469
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