Interview answer to "How do you deal with CNA's that don't do their job".

Does anyone have ideas of how to deal with CNA's that don't do their jobs, as a job interview question. Also a common question, is How do you deal with stress and rude people/Drs.
I'd like to know the answer to this as well both for possible future interviews and for my current new jog. I'm a new grad working in LTC and this is one of the areas that is hard for me.

I would say...I realize.that people respond best to a positive leader/ coworker. Many of the problems that cause tension between Cnas and nurses are really from a lack of a team atmosphere. I believe that many areas of tension between the nurses and aides can be solved by showing respect to all coworkers, no matter if they are above or below your level of training.There are times when this is not enough, and more intervention is needed.If someones call light is not placed, or maybe their personal alarm is not on I will place it on and then tell the aide "joes personal alarm was not on, but I hooked it for you, I figured you just overlooked it." This approach lets them know that you look at those things and notice them, and also points out that they did not do it. Often times it was an honest mistake, but they are more likely to do it next time if they know you notice these things.If it happens all the time with an aide I might put out a reminder at the beginning of the shift "please make sure everyone has their personal alarm hooked"For people that just flat out do not do their job I would probally talk to them and tell them that personal alarms are very important and they MUST be on and they need to make a point to put them on. When I find them not in place I would take the aide into the room at that point and have them put it on each time it was off. Most of the aides that are being lazy will start putting them on because it is more work if they do not. If the issues are safety concerns and after repeated attempts the aides continue to do the same things over and over I would take it to the supervisor, but it seems like most times that is not an issue.That is what I would say... boy that got long!

Good answer, CNA2day!I would also want to find out WHY they aren't doing their job. Do they for some reason not know how? We had a CNA that was fresh out and she had never used a sit-to-stand lift...so, she avoided residents who needed one. When she finally said she didn't know how, we helped her out and she was fine after that. We had a CNA that was really hesitant to do pericare on men...especially if they were not circumcized. We had an expereinced aide go with her a few times and she was more comfortable.I've also worked with aides who simply did not want to be there...we did appropriate documenation and the problem was taken care of.Most often, things can be corrected in a positive way rather than disciipline or termination...as long as the outcome is best for the resident.

CNA's with sub par performance: the main goal is to salvage the employeeexplain expectations and areas of deviation, assess if employee is motivated to improve, if so device plan, if not assess for possibility to transfer to another departmentstress/ rude people: sing, whistle, joke, remember that all shifts end, my personal favorite when in a stressful situation is to say: if this is the worst that's going to happen to me this year, I'm truly having a great year.rude Dr.'s: As long as they give me what I want, I don't care.

I would say that 99% of people come to work each day planning to do a good job and that 99% of the time what interferes with that is a lack of training, lack of communication or a misunderstanding of how to prioritize and that a good team addresses all of those things. Furthermore, a good team will use failures to figure out how to improve the system. In other words, don't focus on finding someone to blame for "this incident" focus on using this incident to figure out where the system failed and what needs to happen to fix the system so it doesn't happen again. If a company does all of those things consistently then "bad employees" won't be a problem because a bad employee will stick out like a sore thumb and be moved on out to make way for someone else in the 99%.But then again I'm a bookkeeper who is getting ready to enter nursing school. Healthcare may be a different animal.

The same way you deal with any non-performing employee: set clear expectations, be consistent and be prepared to follow through if they do not meet those expectations.

CNAsI try to find out what motivates them. I make it a point to notice the helpful things they do (especially without being asked to) and thank them.I never "argue" or hold grudges. If an aide is uncooperative or just not preforming well, I assume they're having a bad day and let it go. DoctorsSame as CNAs

Quote from systolyCNA's with sub par performance: the main goal is to salvage the employeeexplain expectations and areas of deviation, assess if employee is motivated to improve, if so device plan, if not assess for possibility to transfer to another departmentstress/ rude people: sing, whistle, joke, remember that all shifts end, my personal favorite when in a stressful situation is to say: if this is the worst that's going to happen to me this year, I'm truly having a great year.rude Dr.'s: As long as they give me what I want, I don't care.