Please respond to Michele’s post below. Post must be substantive and add to the discussion in a meaningful way.
Michele’s Post: Being in a leadership role starts with excellent communication which should be established from the first day. As a leader, it is important to be fair and without bias to all staff including friends and acquaintance and provide them with the same expectations. In this situation, being open and honest with the team, ensuring that they are aware of the expectations and policies of the organization and the nurse leaders views about certain behaviors such as tardiness would be the first step. As stated in the text, employees should be forewarned about possible consequences when the rules are broken.(Marquis & Huston, 2017) In this situation, the steps I would take would be, to review the employees record to determine if the issue was addressed previously and note if there are patterns in the lateness record. I would meet the employee on a one to one basis, and gain some insight of the employees reason for being late, this lets the employee know that as the nurse leader, I am aware of the issue.I would discuss the employees reasons for being late and determine if they are facing an issue that the organization can provide some assistance, such as childcare especially during the current pandemic. Communication is the key, but providing organizational support can enhance behaviors favorably. (Shanock et al., 2019) I would also gain some insight to the employees understanding of the need for improvement, provide the employee with a copy of the HR policy on lateness and set a goal with the employee to review the punctuality records within one month. Knowing the employee as a family friend may make it awkward but easier to approach, but it is essential to address the issue professionally and respectfully.
References
Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9 ed.). Philadephia: Wolters Kluwer.
Shanock, L. R., Eisenberger, R., Heggestad, E., Malone, G., Clarke, L., Dunn, A., … Woznyj, H. (2019, Aug -Nov). Treating employees well: The value of organizational support theory in human resource management. The Psychologist-Manager Journal, 22(3-4), 168 -191. http://dx.doi.org/10.1037/mgr0000088
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