[Histonet] Now what?

[Laurie Colbert]

Oh, Steve, I know exactly how you feel!  I have been going through the
same thing, and I don't have an answer for you.  I also don't know how
to get across to everyone that not everyone works at the same pace (and
this is not an excuse for the under-achievers to continue
under-achieving), and that they just need to do whatever they see that
needs doing!  I would appreciate hearing any responses that you receive.

Laurie Colbert

-----Original Message-----
From: histonet-bounces <@t> lists.utsouthwestern.edu
[mailto:histonet-bounces <@t> lists.utsouthwestern.edu] On Behalf Of
CrochiereSteve <@t> aol.com
Sent: Monday, February 18, 2008 3:44 PM
To: histonet <@t> pathology.swmed.edu
Subject: [Histonet] Now what?

I recently began keeping track of workload units in my lab in an attempt
to 
boost the productivity of the staff. In the past I or another tech would
do 
approximately one half of the workload, while the other three techs
would pick up 
the remainder between them. Since I started keeping track of who did
what, 
the underperformers workload has increased and mine has dropped to half
of what 
it had previously been. Sounds great, right? Well, the plan has
backfired a 
little when the three low performers ganged up on my best tech and
accused her 
of monopolizing the work so that they couldn't keep up. I would have
expected 
the opposite, where they would push the lowest ranked tech into pulling
their 
weight. This is not used in any evaluations or merit based bonus. It was
just a 
social experiment on my part. Now my question is: What do I do to smooth
out 
the ruffled feathers of all involved, but keep the work flowing? If I
need to 
dole out equal portions to everyone, production will be delayed and
quality 
will go down. If I allow those who can do more to do so, morale will
suffer. Any 
suggestions?
Steven M. Crochiere, HT(ASCP)
Histology Supervisor
LifePath Partners @ Mercy Medical Center
Springfield, MA 01104




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