How do you handle a situation where a staff member is not meeting performance expectations?

When a staff member is not meeting performance expectations, I approach the situation by first having a conversation with them in a private and professional manner. I would express my concerns and provide specific examples of where their performance is lacking. Then, I would ask them about any challenges or issues they may be facing and offer my support in helping them improve. If necessary, we could create a performance improvement plan together, outlining clear expectations and deadlines. Throughout this process, I would provide ongoing feedback, coaching, and training to help the staff member meet the performance expectations.

In my role as a Clinical Manager, I have encountered situations where staff members were not meeting performance expectations. To address this, I first assess the situation by reviewing relevant data and feedback from patients, colleagues, and supervisors. This allows me to identify specific areas where improvement is needed. I then schedule a one-on-one meeting with the staff member to discuss their performance. During the meeting, I provide constructive feedback and highlight areas for improvement. I also inquire about any challenges they may be facing and offer support or resources to help them overcome these challenges. If necessary, I develop a performance improvement plan in collaboration with the staff member, setting clear goals, timelines, and expectations. Throughout the improvement process, I provide continuous feedback, guidance, and training to ensure their success. By taking this approach, I have been able to successfully help staff members improve their performance and achieve the expected standards.

The solid answer expands upon the basic answer by providing specific examples and details of the candidate's experiences and skills. It addresses all the evaluation areas from the job description and demonstrates the candidate's ability to effectively handle performance issues. However, it could benefit from further elaboration on the candidate's analytical and problem-solving abilities.

Handling a staff member who is not meeting performance expectations requires a comprehensive approach that considers both the individual and the team dynamics. In my experience as a Clinical Manager, I have used a four-step process to address such situations. First, I gather data and feedback from various sources, including performance metrics, patient feedback, and input from colleagues and supervisors. This allows me to have a holistic understanding of the issue and pinpoint specific areas for improvement. Second, I schedule a private meeting with the staff member to discuss their performance, using a compassionate and empathetic approach to ensure open communication. During the meeting, I listen attentively to their perspective and challenges, while also providing clear and constructive feedback. Third, I work collaboratively with the staff member to create an individualized performance improvement plan that includes measurable goals, realistic timelines, and necessary support resources. This plan is tailored to address their specific needs and maximize their chances of success. Finally, I provide ongoing coaching, mentoring, and training to support the staff member throughout the improvement process. I regularly check in with them to provide feedback and make any necessary adjustments to the plan. This comprehensive approach not only helps the staff member improve their performance but also fosters a positive and supportive work environment.

The exceptional answer provides a detailed and comprehensive approach to handling a staff member not meeting performance expectations. It demonstrates the candidate's ability to gather data, communicate effectively, be empathetic, and provide ongoing support. The answer goes above and beyond the basic and solid answers by considering team dynamics and fostering a positive work environment. It showcases the candidate's strong leadership and problem-solving skills and aligns with the job description's requirements.