Last week, the planned change in leadership: reduction in workforce assignment was completed. During this assignment, the student was to act as the CNO of Roxboro Medical Center and reduce nursing leadership positions by thirty percent. The Human Resources department of Roxboro Medical Center provided the CNO with a graph of nursing leaders displaying years employed, years in management, recent satisfaction scores, and average satisfaction score. These graphs were designed to help the CNO make an informed, unbiased decision regarding the necessary reduction in workforce. Once nursing leaders began to hear of the planned reduction in staff, the CNO was burdened with personal information regarding the leader’s lives as to why he/she may need to remain in their respected position. The detailed information regarding the unit manager, house supervisors, and charge nurses could potentially blur the lines, and cloud the CNO’s judgement. Even with the descriptive information being disseminated, the chosen staff to remain in Leadership stayed the same. During my assessment, I focused on redeploying leaders who were the most recently hired and those with low scores.
The restructuring of Nursing Leadership was set to occur over a six-month period. Prior to transitioning, the Unit Managers, Charge Nurses, and House Supervisors will receive training on new units, competencies for caring for any specialized patients or units, and a formal introduction to new team members. Due to the redesign of Nursing Leadership, the new leaders and CNO are anticipating conflict and push back. To maintain healthy work environments, the CNO chose to utilize the Kotter’s Change Model to ensure success and clear communication throughout the transition.
This assignment was surreal. As new nursing leader, and relatively young nurse I became more aware of how staff is replaceable. I am very passionate about my role as a Nursing Leader and fear that one day someone may be forced to decide based off my years since hired and years in management, and that I will be chose for redeployment. As I was making the decision to terminate or redeploy staff, I wondered how that decision would affect my friendship with person who I went to Nursing School, or the single parent, or the new mother. My frustrations are that the information to make the decision is limited. What if the new hires had talent that was rare to find but were demoted to financial reasons. Other frustrations are what other processes could be examined to reduce costs besides reducing nursing leadership?
My hope is that if I am ever faced with this transition would be that nursing staff would be supportive and understand that for the hospital to remain open, this was a necessary cut. My aim is that I would possess the ability to incorporate change utilizing Kotter’s change model and would be successful.