What options can health leaders use in developing a performance improvement plan for a nonperforming employee? Summarize and explain at least three options or methods.
Determine at least two methods a health care leader could use to build and maintain relationships with internal and external stakeholders.
Identify at least three needs of internal and external stakeholders.
Discuss the importance of ensuring opportunities for all employees to pursue continuing education to keep their job skills up to date.
Discuss two fundamental leadership practices relevant to contemporary organizations. How do health leaders measure success?
Sample Answer
Developing a high-performance healthcare culture requires a balance of remediation, relationship management, and continuous learning. Below is an analysis of the strategies health leaders use to manage employees, engage stakeholders, and lead modern organizations.
1. Options for Developing a Performance Improvement Plan (PIP)
When an employee’s performance falls below institutional standards, health leaders can utilize several structured methods to encourage growth:
The S.M.A.R.T. Goal Framework: Leaders can develop a PIP centered on goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. For example, instead of telling a nurse to "improve documentation," a S.M.A.R.T. goal would require "completing 100% of patient intake charts before the end of each shift for 30 consecutive days."
Shadowing and Peer Mentorship: This method pairs the nonperforming employee with a "high-performer" in the same department. This allows the employee to witness best practices in real-time and provides a "safe space" for asking questions that they might be hesitant to ask a supervisor.