Need Help Setting Rules For Assistants

[niscie 0]

Hi all I need your help and input :-? , I just started out at a new facility and I have 2 assistants and just hired a 3rd. The director before me was related to one of the assistants, and had a loose management style, which has affected the department. { when I started there wasn't even a work schudele made!} the biggest issue I feel I am going to face is making changes in the schedule. Everyone will take turns working holidays, late, and weekends. {one assistant is working antoher job part time, and only on weekends, so I feel she is one who will give me the most beef }

There are other issues also such as coming in 10-15 mintues late, talking on cell phones and cancelling or changing activities as they see fit!! I have talked to my adim. and told her that I wanted to kinda hang back and see how they do things then make changes in a week or so, then I will put new rules and changes in to place. please give me some ideas and your ground rules.Thanks!!!!!!!!!!!!!!!

[Guest Tinki]

It is so hard to come into a new facility with staff already there. I had a friend that had to do this not so long ago! I agree with sitting back for a week or so and take some notes on what you want to change.

 

Then have a sit down meeting with your staff and just lay the rules down. If they don't like it they can go. The only way you are going to get a handle, is to take the supervisory role or they will walk all over you! Pick the most important things to address, don't be to demanding, once you earn their respect you can add more systems to your program. Bring in their job descriptions and let them know that you mean business. You have to lead by example make sure that everything that you ask from them you do yourself. Try to motivate and excite them with your new ideas! Strong but understanding!

 

You can do it you just have to stick to your guns, in the end your are their supervisor and if they want to keep their jobs they will have to conform to your plan!

 

Karen

[hcornell 0]

I have been "the new boss" several times, and have learned to pick and choose my battles very carefully with the incumbant staff. Here is some of my advice for a successful department:

 

1. Let your staff get to know you. Schedule a meeting in which you tell them a bit about yourself, your history in the field, your education, why you left your last job, etc.

 

2. Set some departmental goals with specific timelines. In my opinion a week is truly not enough time to see the department functioning in its entirety. Give it at least a month. That way you are acclamated to the department, staff, and residents. You will have had time to review policies that were in place before you and talk with other department heads about the facility and where it is going. Then you can set some goals of your own.

 

3. Review with Human Resources the attendance policies, cell phone regulations, etc, and discuss them with your staff. Don't go in guns a blazin and say "this will change or else". Give them specific details on the progressive disciplinary process, and allow their input about schedules. The girl with the other job may have only agreed to weekend hours, check her personnel file. Make sure you include your staff in any changes to work load. Change of a routine is very difficult and may cause hard feelings. You want your staff to work both for and beside you. Remember it is not about you and what you want, but about what works best for the department as a whole. If your staff is happy, your residents are happy, and then your job is easy.

 

4. Find out why your staff change programs without permission. Maybe they don't know how to perform the tasks involved. The residents might be asking for other programs. I am sure they don't know or understand fully the survey process and regulations about changing programs too often. Explain this to them, and include some of their ideas in the calendar planning process.

 

5. Finally understand that ultimately the performance of the department is your esponsibility. You will have to eventually make decisions that may not be in favor of a staff member, and this may strain the relationship. As long as you explain diplomatically that the decision was made with the best interests of the residents in mind, and after careful consideration of all their input, you will be perceived as a strong leader, and not a you know what.

 

Some day you will hire someone and train them to your style, until then, creating harmony is the best option.

 

Best wishes, and do not hesitate to ask for assistance if you need it. I currently run a staff of 15 and 42 volunteers, so I've been there, and sympathize with your situation.

 

Heide

[niquee11 0]

I too have just started in a new facility. My situation is similar, sorry to say, not as bad. The activity director I'm replacing has been in the facility since the building was basically built! So you can say that I have big shoes to fill!

 

With regards to your staff, I have 7 all together. Since next month's calendar has already been done, I've made a decision that I am to observe how the staff function. I've already taken notes of certain changes I'd like to enforce and have gotten feedback throughout the facility of what changes they'd like seen within the department.

 

First and fore most, I will be planning an Activity inservice. This will comprise of the policies and procedures of both the department and the facility's. This should "refresh" the rules set forth even before I came on board. Secondly, I already stated that I'd like to hear out their concerns and act on them accordingly and approve changes as long as they are feasible and for the best interest of the departments function throughout the facility. Third, I will be setting specialized inservices for our dementia and rehab unit in which they need some knowledge on in order to function properly.

 

These are just some ideas I have on hand that hopefully would help you decide how to approach the staff. If all else fails, do write-ups. Explain to them that you have gone over the policies and procedures and give them a copy and highlight the particular offense they made. They should shape up after that!

 

I wish you well, remember that you're not alone!

[Guest Tinki]

Such good ideas!

 

Karen

[niscie 0]

Thanks everyone for the great advice!! It is very helpful!!!!! Niscie :-D