TEAMWORK (spelled EMS)
Emergency response is “stressful” (to say the least). Every step, every action, affects more than just the patient’s well-being; it also can have lasting effects on the crew. How can we avoid permanent scars to our EMS responders? And how can we ensure that future responses will be handled without hesitations and flaws?
Is it just training? Every EMT and Paramedic goes through standard courses, so shouldn’t we expect perfect decisions at every call? (NOT!) Are any mistakes made due to confusion, fear, lack of teamwork… or purposeful? What can fellow team members and EMS supervisors, and the head-honchos do to mitigate mistakes, hesitations, and poor decisions? (Purposeful “mistakes” must be dealt with immediately, this can cost a life, this can cause a lawsuit).
If this is a one-time or an only recent change in the team member’s demeanor, there may be something going on in their personal life, or even with their own health. Is there something that can be done to help?
Maybe some non-punitive time off would help, for instance, if it meant getting a family loved one to necessary medical appointments. If the team member is not sleeping because of a previous bad call, perhaps there is a chance for counseling within the department, perhaps call in CISD. Maybe the individual has suddenly been chronically late because he/she suddenly had to take on additional work to pay emergency bills – maybe the agency has a fund available, or other resources to temporarily help the member over their financial “hump”.
Supervisors need to show their crew members the same compassion and empathy they expect the crew members to show their patients. Immediate, irate and humiliating discipline will only add to the crew member’s angst. A frustrated crew member is liable to make more mistakes than usual, and the business of saving lives doesn’t need pointless mistakes.
Sometimes, often rarely, a crew member is not doing their best simply because they don’t care. Public humiliation will definitely not make them care more. When there are consistent problems with a particular crew member, the supervisor needs to have a “private” (depending on company policy) one on one, Maybe the member wants to do better but needs remediation, a discussion and a return to classes may help.
Maybe the member is not willing to improve, this is the time when separation may be advised, if possible, WITHOUT public humiliation, While you may be happier that this employee is on the way out the door, other team members do not need to be subjected to a show of muscle and shame which would only break morale down.
According to EMS1.com, there are vital skills all leaders should have: integrity, vision, experienced knowledge, ability to make decisions, humility, and ambition. Above all else, the leaders need to “root for their team” even if it means forsaking some personal compliments. The teams that go out into the field need to feel that their efforts are recognized and that they are valued as members of the organization.
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