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
Health leadership requires a sophisticated balance of human resource management, stakeholder engagement, and strategic vision to ensure organizational sustainability in a high-stakes environment.
1. Performance Improvement Plans (PIP) for Nonperforming Employees
When an employee fails to meet clinical or administrative standards, leaders can use the following structured methods to facilitate improvement:
Competency-Based Retraining: This focuses on specific skill gaps. In healthcare, this often involves a period of "shadowing" or a "preceptorship" where the employee is paired with a high-performing peer to re-learn protocols in a controlled environment.
The Behavioral Contract: This method addresses "soft skill" or conduct issues (e.g., poor bedside manner or tardiness). The leader and employee co-create a document with SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) and clear consequences for non-compliance.