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Staff Development

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How might you support and mentor a staff member who was struggling to meet the expectations of the job? What would you do to support him/her? Address at least two different issues in your post. (Examples: issues with time management, maintaining confidentiality, and/or handling misbehaviour. You may use these or your own choices.)Based on the question you choose, create a four-week plan to support your staff member. The following must be included in your four-week plan:
At least one resource and an explanation of why you included this resource to benefit your staff member.
A reflection focus/question piece. What is your end goal?
Two face-to-face meetings with a predetermined focus question for both meetings.
An evaluation component for the final meeting that will prove that this intervention was successful. How will you know that your plan was successful?

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I'd like to suggest that you research "staff performance/staff development" as that might give you a great deal of insight into how a supervisor might address a staff member performance problem.

Most supervisors will not address a staff performance problem with a written letter of reprimand right off the bat. He/she will most likely approach the staff member with a performance program designed to be a bridge between the supervisor and staff member in an effort to create solutions for what may be easily handled problems. The steps below are common steps for a supervisor to ...

Solution Summary

Supervior steps to address staff performance problems.

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