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Evidence-based expert: Use your intuition with the difficult orientee

Staff Development Weekly: Insight on Evidence-Based Practice in Education, July 8, 2008

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This week's expert, Adrianne E. Avillion, DEd, RN, gives insight into handling problems with a new orientee.

Q: What should I do if a newly-oriented nurse just isn't working out in his or her new role?

A: Suppose that, despite everyone's best efforts, an orientee just doesn't "make it." Did you suspect problems even before the orientee left the staff development setting and entered the clinical arena? Have you ever had a gut feeling that a particular employee just wasn't a good fit for your organization?

Don't discount these feelings. Intuition is a powerful tool and is often based on an unconscious awareness of subtle, inappropriate actions performed by orientees. You may find that your intuition is supported by some objective data. When you have these feelings, try to quantify as well as qualify them. Ask yourself questions such as:

• Has the orientee been late, or has he or she asked to leave early on multiple occasions?
• Has the orientee been aggressive rather than assertive during interactions with staff development specialists and colleagues?
• Has the orientee attempted to avoid demonstrating basic skills?
• Has the orientee displayed overt boredom, irritation, or lack of interest?

Have a question for our evidence-based experts? Be a part of our new feature by emailing your queries to associate editor Lindsey Cardarelli at lcardarelli@hcpro.com. See your name in print and get the answers you're looking for!

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