21 Help for performance management
Matter for discussion submitted by the RCN Lewisham and North Southwark Branch
That this meeting of RCN Congress discusses the support needed for managers who are accused of bullying and harassment whilst attempting to manage performance
- Work led by the Membership, Representation and Diversity Committee
- Lead RCN Council member: Alan Mawbey
The Congress 2007 debate identified a range of issues that have to be addressed in order to better support nurse managers accused of bullying and harassment, whilst attempting to manage performance. These included the need for more training and education in staff management issues beyond that related to performance management, better understanding by both nurse managers and nurses of their respective rights and responsibilities within the employment relationship, and a proactive approach to developing a working culture which minimises the extent to which bullying and harassment complaints are made. The debate also acknowledged that the experience of being an RCN steward can help nurses develop their skills in people management.
A range of activities has been undertaken to progress these aims. The re-launch of the Knowledge and Skills Framework provides a mechanism to encourage its more effective use to support nurse’ managers to access appropriate training in the management of staff. The Health and Safety Executive has expressed an interest in working with the RCN to encourage the use of the RCN’s Working with Care tool aimed at helping employers and line managers to build positive team relationships within health care (available at www.rcn.org.uk/publications). The use of this tool will help to reduce the extent to which bullying and harassing behaviours occur.
In addition, RCN programmes and resources, which support nurse managers in developing effective staff management skills (for example, the value of becoming an RCN steward and of participating in the RCN Clinical Leadership Programme) have been promoted by members and staff at the appropriate local, regional and national events and through RCN media. You can find out more about the Clinical Leadership Programme and other leadership development programmes run by the RCN by emailing enhancingpractice&influencing@rcn.org.uk.
The next RCN membership employment survey, (to be published in 2009) will seek to measure any change in nurses’ experience of training and development.