Reflective Journal - Week 7

What a busy week.  It has gone by so fast!!  I don't know if school qualifies...but times flies :)

Interesting week thinking about power, and who holds power.  The discussion for this week was fun and I was surprised with how people answered the question.  The one boy in our group answered women, and two of the girls answered men....not what I would have expected.  People brought out good points for each gender, but what one person might view as a strength others viewed the same trait as a weakness.

I feel that both men and women can make good leaders, as well as bad leaders.  I have had experiences in my life with both.  In my current unit we have a male manager with a staff of mostly women.  In this situation I feel that being a male has it advantages.  I can't imagine what it would be like to manage over 100 women, plus we work in the women's and children's department....we are surrounded by women all the time!  Poor guy--I think that could be a little overwhelming.

Leadership is an important aspect of our lives, and when in positions of leadership gender is not the most important thing.  The traits and personality of the leader hold much more importance than whether they are a man or a woman.

Firing-Discipline Interview

Person Interviewed: Ryan Gibert, Regional Supply

1.  How many warnings should an employee be offered prior to firing?

For many situations I kind of use a “three strikes” approach, but if the offense is serious no warnings are warranted. 

2. When doing firings, do you do this alone or with another member of the team?

It depends on the situation, who else is involved, and if I think the employee can handle it without breaking down. 

3.  Is firing people and conducting discipline the worst part of your job?

It is difficult to fire people, but there are more stressful parts of my job than that.  But I definitely don’t enjoy conducting discipline and firing. 

4. Do you find it important to involve HR in the actual meeting where you fire the employee?

This is another situational thing.  If the employee has a major infraction that needs HR involvement I do include them.  But sometimes I find it more difficult if more people are involved.  I don’t want the employee to feel attacked or bullied, but having another person there can sometimes be helpful as well.  Many times, I speak with HR prior to the face to face to make sure that my actions are appropriate.

5.  Are there situations you jump straight to firing an employee instead of starting with a verbal or written warning? 

If an employee has done something illegal like stealing no warning are warranted.  Other actions such as, sexual harassment also need to be dealt with immediately.  But small infractions can be dealt with using written or verbal warnings. 

6. What is one tip you would give a student in a leadership class regarding the firing/discipline process that you wish you would have known sooner?

Keep track of the problems for each employee with written warnings.  This will help give you evidence to use if you need to fire someone.  If warnings are verbal it is more difficult to remember specifics and it’s nice to have a paper trail.  Also with each written warning, have the employee sign it saying they understand what they did wrong, and understand what happens if they continue.

7.  Has there ever been a time when you've changed your mind about firing an employee after meeting with them?

Yes—this happens when an employee doesn’t come talk to me about a situation until it’s too late.  If an employee is dealing with something personal or related to work that is affecting their ability to do their job I need to know.  If an employee doesn’t tell me what is going on I can’t fix the problem. 

8. What is the most difficult part of firing an employee?

The most difficult part is actually telling them they are fired.  The conversation usually starts with information that leads up to the firing, and them explaining why or giving an excuse.  But when it comes down to the actual words it is difficult. 

9. Do you have a follow up process with employees who have received written warnings and are those warnings ever forgiven?

With each written warning, I meet with the employee and discuss it.  I have the employee sign it saying they understand and the information is correct.  During yearly evaluations, I will discuss any warnings that were received during the year, at that time I feel I can decide if the warning needs to stay on their record or not.   

10.How often have you had to give verbal warnings, written warnings, and fire an employee, respectively?

Luckily in my job I haven’t had to do this very many times. 

11.What is the most common offense from your employees that you must deal with?

Time clock issues.  Clocking in late, clocking out late, etc.

12.Is there ever an "easy" or "best" part when firing someone?

If I have the information I need to defend my decision it makes the process much easier.

13.Do you generally use standardized criteria when determining if an individual is in need to be fired, or is it mostly individualized? 

Individualized

14.What do you do if an employee becomes emotional or hysterical during the firing process?

If I know that this will happen in advance I have another person in the room with me.  Luckily I have never had to deal with this.  

After completing this interview I realized I don't know if I ever want to hold a position that requires me to fire people.  I don't mind confrontation for the most part, but this would be difficult for me.  I feel that one area I need to work on is looking at the facts and not allowing myself change my mind due to my personal relationship with the person.  I would be the person that would think "...but they have a family to provide for....they really need this job....maybe they will be better in the future..."  I know that I'm not responsible for a person's actions, but I would want to help and this could be to my own demise.  In situations were discipline and firing are done I feel a leader needs to be decisive, fact-based, and fair.  Also, this person needs to know what can and cannot be done.  Avoiding a wrongful termination lawsuit would need to be a consideration, and consulting with HR would be a good idea in this area.  In my unit there are over 125 nurses, I can't imagine how hard it would be to keep track of everyone, including those who fall short, and those who go above and beyond.  Finding this balance needs to be a top priority for true leaders to help employees feel valued, but also to press the importance of following the rules.  

The person I interviewed was my husband.  He has held multiple positions over the years where he has had to deal with firing and discipline.  Most of his answers I knew, just from being around him and knowing him for half of my life.  But there were a few answers I didn't expect.  I always knew when he was dealing with this kind of a situation because it would affect his mood for days.  Decisions like these would weigh heavily on him.  He wouldn't speak to me about the specifics, but I could always tell that he was worried about the person, and their family, and how losing their job would affect their lives.  But with all of that he knew what he was doing had to be done.  And really it was the employee who made the decision based on their actions.  

Reflective Journal - Week 6

I really enjoyed this week, especially reading and discussing everyone's articles about current ethical concerns.  This area intrigues me in many ways, but most because it gets my mind running in overtime.  I love to try and piece together what is going on from people's different perspectives, and trying to understand what I would do if I was involved.  It is so easy to judge each other for their views, and opinions.  But with some thought and discussion I feel that minds can be changed, and perspectives more open to difference.

One of the comments on my post was how not only are there many different people with different views.  I alone had I think 3 different views and perspectives on the topic.  So when you get 3 different people with 3 different perspectives each you are looking at maybe 9 different ways to look at any given ethical situation, possibly more.

This type of conversation makes me thankful to live in a country where we can voice our opinions.  We can choose for ourselves in most situations, and we can give others the same courtesy even if we don't agree.

Performance Appraisal Interview

1.    How do you handle employees who disagree with their evaluations?

When I address each employee, I have each goal clearly stated, peer evaluations, manager evaluation and any other applicable information available.  This makes it difficult for an employee to argue with the facts placed before them.  But the times when a disagreement occurs, I try and speak honestly, and validate the employee, but stick to the information stated. 

2.    What do you expect your employees to take home from their evaluations?

I want my employees to feel valued, and appreciated following their evaluations.  I try and highlight what they are doing well at, and use a positive tone when dealing with areas for improvement. 

3.    Is the evaluation process the same for all employees, or do you taper it to fit with individuals as needed?

I follow the same format for each employee’s evaluation. 

4.    How should an employee prepare for their evaluation?

If I expect the employee to recite, or have something memorized I try and inform them of that prior to the evaluation.  Other than that, I simply expect them to come on time, and with a positive attitude. 

5.    What are the categories that you evaluate your employees on?

Manager evaluation of skills and performance, Peer evaluation of skills and performance, time clock violations, overall performance, goals set by the employee, questions and concerns, extra effort to better the department.

6.    How long do you plan for each evaluation?

Since I have many employees that need to have evaluations done.  I try to stick to 30 minutes per employee.

7.    Do you conduct evaluations alone or with another manager/staff member?

I conduct most evaluations alone, unless there is a problem with the employee.  In these situations, I bring in their direct manager for the evaluation as well. 

8.    Should employees that come in for an evaluation dress a certain way?

I expect my employees to dress as they would for work for their evaluations. 

9.    How do you approach a performance appraisal interview with a "problem" employee?

With problem employees, I include their direct manager in the evaluation process.  I also collect information that is relevant for the situation.  With these employees, I start with what they are doing well, with this positive foundation set I approach areas of improvement with constructive criticism.

10.  How do you answer an employee if they ask for a raise?

Most employees receive a yearly raise that comes following their evaluation.  I give the employee as much information as I have regarding this raise during the evaluation, reminding them that the exact amount will be disclosed later.  If they have any questions when the raises are disclosed I welcome them to come speak to me at that time. 

11.  Apart from salary increase, how do you show an employee that you value their work and contributions?

I try to regularly recognize my employees for exceptional work throughout the year.  This can be done with an email, a card, or a public recognition at a meeting.  During their evaluations, I try and highlight the areas where they are doing well and thank them for their hard work. 

12.  How do you make your performance appraisal meaningful?

During the evaluations, I try and speak to them with good eye contact, smiling, positive body language, include small conversations about their personal lives.  I try and make them feel like they matter and they are not just another employee.  I always use their first name, and shake their hand.

13.  Do you find it important to help the employee set personal goals during this meeting?

During their evaluations, we assess the previous year’s goals.  This can sometimes lead to goals for the following year, but not always.  I do like to speak with the employee about any special goals, or goal requirements for the following year.    

14.  What have you found to be the most time effective way to conduct a large number of evaluations?

The best way to complete many evaluations is to stay on time.  Do not extend past the allotted 30 minutes for each employee.  With this rigorous schedule I try and also schedule a few breaks so I can eat, and get away from my desk for a few minutes.  This helps me stay focused during the evaluations.  

Person Interviewed:  Barry Gibert, Allstate Insurance 

Reflective Journal - Week 5

Is is a coincidence that I had my end of year evaluation the same week that we discussed this topic i class...weird!  But it brought this information close to home and I paid more attention to the questions I was asked because of this weeks topic.  At work when I see the sign-up sheet for evals I always feel bad for our manager.  Especially this year since he is in poor health.  I can't imagine completing over 125 evals within a 3 week period on top of a regular work load.  So he was smart to keep evaluations in 10 minute slots.  He was direct, quick, and effective with the information that needed to be shared.  I was feeling good when I left his office, because I was able to achieve the highest rating.  With such a busy life, that has included school for the last 5 months it was reassuring that I have maintained the balance I was striving for and still exceeding expectations in the unit.  I think one of the reasons I have put school off for so long is because I didn't know how to fit it in my schedule.

The morale of the unit is always affected a little bit during evaluation time.  Walking around you can almost tell what rating each person has received due to the way they act and carry themselves following their meeting.  You can occasionally hear people talking about how their eval went, and people comparing their ranking.  Then the mood changes to...what are our raises going to be this year?  We are all a little driven by money and see our hard work pay off from the previous year.  So in many ways evals are hard, but they can be rewarding if you are doing your job well.

Reflection Week 4

Another week come and gone....not gonna lie that makes me happy...one week closer to graduation!!!

This week focusing on interviewing had me thinking back to interviews I have been involved in.  Trying to remember the questions I was asked, what I wore, how I interacted with the interviewer, etc.  This brought back many memories, and made me thankful that I have not had to go through this process recently.  Interviews always stressed me out.  What should I wear?  How long should I plan for the drive?  What are they going to ask me?  All these questions and more brought a smile to my face.  I have been at my job for 9 years, and when I think back to my first RN interview I think of how I had no idea what I was getting myself into.  As a new grad the excitement for your first paying RN job is so overwhelming.  The stress of school is behind you (until you go back for your BSN), no more papers to write, no more tests, no more lectures.  I had no idea that the learning was just beginning!  And even 9 years later I still learn things about my specialty almost every shift I work.  That has become one of the things I love most about my job!

As my perspectives and goals change in relation to my current job, I realize that more interviews may be in my future.  This week has helped me tremendously.  As mentioned above I haven't been interviewed in a long time.  So bringing these types of questions and considerations to the foreground of my thoughts has helped me mentally prepare for what may be coming in the next few years.

Hiring Interveiw

Person Interviewed:  Boyd Draper, Senior VP of Engineering Development and Project                                                         Management for Savage Services

• How much does physical appearance and professional dress play into your hiring decision?

First impressions are important in the interviewing process.  The way a person dresses helps me form that first impression, therefore it is very important.

• Do you like group or individual interviews better?  What are the advantages to each?

I like to start with individual interviews first, this allows me to get to know the candidate on a personal level.  If more interviews are needed group interviews can help me see how the candidates work in a group setting. 

• What questions do you like to hear from the candidate at the end of the interview?

Questions that show that they did their homework about the company they are wanting to work for. 

• How should a candidate best prepare for an interview with you?

Preparation should include researching information about the company to see if the company is a good fit.  Dressing professionally and being on time.  Bringing a copy of their resume in case I am unable to quickly locate theirs.

• What is the first thing you look for or notice in an interview?

Besides the way there are dressed, I notice how they carry themselves, how they interact with strangers, their body language, if they are nervous, their confidence level

• How important is professional dress to you during an interview?  Is there anything as dressing too formal?

Professional dress is extremely important.  Since I hire people who will travel and represent the company throughout the world, I want them to present themselves in a way that would provide confidence in the company. 

•  What is the process you use to narrow down candidates who are equally qualified?

Sometimes I look at their education, how the interview went, their previous experience.  But a lot of the time it comes from how I felt during their interview. 

• What are some red flags you notice during interviews?

Red flags would include: overconfidence, speaking poorly of previous employers, being late to the interview, not admitting to any weaknesses or shortcomings, blaming previous failures on others

• What are the most important requirements for those you are interviewing?  Experience vs. education?

For most of the jobs I do the hiring for education is a requirement, and experience is the icing on the cake.  There are certain things a person can only learn through experience, but without education the job would be overwhelming. 

• Some people get nervous when being interviewed, how much does that affect your decision in the interviewing process?

If a person is nervous it is ok, as long as they aren’t nervous because they are not qualified for the position.  Being nervous in some ways is a good thing.  Someone that is not nervous may be overconfident. 

• What are some of the things you look for in someone you are hiring?

One thing I look for is how they interact with people, including me, during an interview.  How they respond to my questions, and how they carry themselves in uncomfortable situations.  An interview is a perfect situation to test someone in the people skills, and ability to communicate in stressful situations.

• What bothers you most about people that come in for interviews?

I am bothered when people are late, and keep me and others waiting.  I respect them and their time, they should offer me the same respect.  I also find it disturbing when candidates come across as arrogant, and act better than everyone else.  On the other hand, I don’t want candidates to answer questions without personality and individuality with textbook answers.   

• What is your favorite interview question?

One of my favorite questions to ask a person is what their hobbies are.  Especially with candidates that have recently graduated from master’s programs.  This question allows me to see more about who they are.  I want employees to have culture, and individuality that bring more than simply an education to the table.

The person I conducted this interview with is my Dad.  Many of the questions I asked him I had heard his answers before, but there were some surprises.  One interesting thing to me is that all of the these questions apply in the interviewing process regardless of work industry.  My dad is an engineer who travels all around the world designing and overseeing construction of exporting terminals.  This is very different from what I do, but most of the questions have applied to interviews I have done in the medical industry.  The interviewing process is done to find the best candidate for the job, sometimes the questions aren't job specific, but people specific.