Unhappy Nurse Manager--HELP!

Nothing is going to change until the staff learns that you mean business. If this means terminating someone to get the attention of that person and the others, then that is going to be what it takes. If your management will support you in termination(s), then proceed if you feel that that is what must be done. Good luck in turning this around.

The power of the schedule is a powerful tool. Schedule the worst of the lot on seperate shifts, so there is less opportunity for them to scheme together. Also, check their hiring status (full time, part time, PRN, etc.). For instance, if someone has been working 40 hours a week but was hired on as part time, a few weeks of 20 hours a week will either "encourage" them to find other employment or shape up. If nothing else, if they are working fewer hours, they have less time at work to drive you nuts!

I worked at a place that was falling apart. The licensed nurses were quitting one by one. Both the DON and administrator left near the same time to go to another facility. Our ADON was holding down the fort, but in reality the DSD was running the show outright instead of behind the scenes like she usually did. Eventually a new DON came on board. Guess how she got rid of the DSD? Her hours were cut in stages until it was no longer worth it to drive the 45 miles from her home. She got the message and quit and the DON put in someone she wanted. Cutting hours does wonders for getting rid of people. It is the next best thing to firing them outright.

hmmm. i think i have the same nurses working for me!!!
my boss wanted me to fire them all when i came on 2 yrs ago.
we have increased the workload (and pay) and everyone we thought was going to quit has decided to stay
so i get to deal with the games. i write them up and theyre better for a whilethen back to old ways. frustrating!!!

I sympathize with you as I have been in the same boat. I know that you need to talk to your owners/Board members and have them give you permission to give everyone a written warning with their (the owners)signatures supporting you, and then find the "ringleader" (there is always one), and terminate him/her. You may need to work in that position until you replace the one you have terminated. Once the ringleader is gone, and you show them you are willing to work in that spot until you find a replacement, they will know they too could be next. Be firm, always professional, and show them you mean business, and I think you will see a turn around. Good luck.

Change is never easy, and is particularly difficult to implement as an "outsider" or a "newbie".

I suggest you find some good solid literature on effecting change. Business publications (especially management) are an excellent source for information on the psychology and strategies of change.

In a nutshell, I think you have 2 options: accept that your place of employment may never improve because of the lack of interest and support of the owners, or consider finding positive ways to bring about change. I don't think that punitive measures will work. These employees have been around long enough to know that managers come and go with regularity. They can and will outlast you if this turns into a battle of wills. Is there anyone who you believe supports your efforts to improve professionalism who may be willing to back your efforts, lead by example and "recruit" other staff members? This will be a long, slow process, but hopefully resistant staff members will eventually be pressured into performing or leaving.

Good luck to you