Professional nurses' perspectives of an ideal performance management process in a designated hospital : an appreciative inquiry

Abstract

INTRODUCTION: An ideal performance management process may ensure the job satisfaction of professional nurses and quality care to patients. The acknowledgement of nurses’ good performance and the creation of working environments conducive to their optimal performance may contribute to their commitment to delivering quality patient care. The study aimed to explore and describe the ideal process of performance management for professional nurses in a designated hospital in the Gauteng province of South Africa.

METHODOLOGY OF THE RESEARCH: A descriptive qualitative research design with an appreciative inquiry approach was used. Five focus group discussions were conducted with 25 participants using an interview guide in line with the principles of appreciative inquiry. Data was transcribed verbatim, organised, and analysed. Categories and subcategories were formulated.

FINDINGS: Five categories were formulated from the findings. The first category of “defining performance management” refers to setting goals, rating performance, monitoring achievement and enabling development. The second category of “appreciated aspects in existing process” referred to managers' support and motivational incentives appreciated. The third category of ‘desired performance management’ refers to the envisioned process and envisioned nurse managers' attitudes. The fourth category of “steps to create desired performance management” referred to training for performance management, cooperative development of instruments, and implementing positive change. The fifth category of “ensuring sustainable progress” referred to stakeholder involvement, effective communication, and enabling relationships.

RECOMMENDATIONS: Understanding the challenges and the wishes of professional nurses will assist management in improving their existing policies in performance management. Transparency and a fair process will ensure that good relationships exist. It is recommended that management recognise employees and ensure that a good reward system is in place. Proper training for both managers and employees is mandatory to ensure that they all understand what the process entails. A review of policies to ensure that the tool is unit-specific and easy to understand will also strengthen the process.