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Posted: May 9th, 2023
As a health care department manager
As a health care department manager, you have 10 employees under your supervision. The attendance policy at your facility requires employees to uphold good attendance. If an employee is late more than 5 times in 1 month, the department manager must begin corrective action. One employee has been late to work 10 times this month. How will you handle this employee?
Describe what is involved in corrective action.
Describe a plan of corrective action for this employee.
Would an employee be motivated or empowered to improve after corrective action is implemented?
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As a health care department manager, it’s important to ensure that all employees maintain good attendance to avoid any disruption in providing quality healthcare services. If an employee fails to adhere to attendance policies, corrective action must be taken to ensure they understand the importance of good attendance and are motivated to improve.
Corrective action involves a process of addressing issues with an employee’s performance or behavior. This process typically includes counseling, coaching, and providing feedback to help the employee understand the issue and work towards improving it. Corrective action should also include setting expectations for future behavior and providing consequences if the issue persists.
For the employee who has been late 10 times this month, a plan of corrective action could include the following steps:
Hold a private meeting with the employee to discuss the attendance issue, document the discussion, and outline the expectations for improved attendance.
Provide specific examples of how the employee’s attendance has negatively impacted the department’s workflow, patient care, and other team members.
Develop an action plan with the employee that outlines specific steps they can take to improve their attendance, such as setting a consistent schedule, using alarm reminders, and addressing any external issues that may be affecting their attendance.
Schedule follow-up meetings with the employee to track their progress and provide ongoing coaching and feedback.
Clearly communicate the consequences of continued poor attendance, such as additional corrective action, suspension, or termination.
Implementing corrective action may motivate an employee to improve their attendance if they understand the consequences of not improving. However, it’s important to approach the situation with empathy and support, as employees may have underlying personal or medical issues that are affecting their attendance. By addressing these issues and providing support, employees are more likely to be motivated to improve and succeed in their role.
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