I have a real problem with ancillary staff and am at my wits end. I need help. - page 2
I hesitate to submit this issue, as I know that most Techs, Aides, and HUCS are dedicated and professional, and that I could NOT do my job without these coworkers. Therein lies the problem. On the... Read More
Mar 14, '17The main reason it's such a problem is because it's gone on for so long. Other than a paper trail, incident reports, chain of command, etc, hard to think of what else to do.
One really tempting thought: When she is busy chatting up a doctor and you need something done: "Betty, until you've snagged Dr. Smith for your husband and he's supporting you, I really need this blood glucose done." Of course it's just a thought. You'd hear about it for sure if Betty was offended by anything you did.
Mar 14, '17You've wasted years of your life going home every shift mad. What a life. Experienced nurses are wanted everywhere. One OK...but two; I would move on. There are always two sides to every story.
Been there and got the t-shirt. The best thing I ever did for myself was turn in my notice and leave. You've been doing this for so long that it might almost seem normal; almost. Day to day, week to week hoping things will change. What about your family...your home life. Life is way too short to go to work everyday expecting to be mad.
If you dread going to work it's time to do something about it before it turns you into a real bitter person...that's if you have options. You sound consumed.
Mar 14, '17You have 2 choices. Document enough instances... and go over the chain of command, or keep beating your head against the wall.
Either way, have another job lined up.
Mar 14, '171) You can ask them to assist you when it is appropriate, as you have seen, they refuse and are above reproach. Nitwits are everywhere. Do your job, carry on.
2) You are unable to do your job because you are so preoccupied with these two not doing their job. Change everything about YOUR life because these two don't do their job on the days you work with them.
My dad says, "You can't change one thing without changing everything." Sometimes when we leave jobs we have a "I'll show THEM" mentality thinking people will come to their senses when we quit. Nothing of the sort happens, a replacement is easily found. I left a job once thinking the new one would be better. It wasn't! A whole new set of rules to learn and new problems I never even thought of.
So...I certainly understand your frustration. I would refuse to let these two take up anymore real estate in my head than right in the moment. And I would keep on asking them to assist you as appropriate. When they don't, document it and save it.
Mar 15, '17Billswife, I really feel your pain here. It is such a bummer to have to work with types as you describe. Coworkers who don't do their jobs and are stumbling blocks on the road to patient care are real PITAs.
I echo those who advised objective documentation up the chain of command. It's a long, slow process, but I have assisted in driving nails in the coffins of incompetent coworkers who were drinking buddies of administrators, so the process does work.
The very best to you, billswife!
Mar 15, '17Quote from morteToo true! This is probably the only way things will change.encourage the docs that appear offended to report the offensive behavior.
Mar 15, '17Go above the Unit Manager's head. Do it in writing, and cc all the unit managers as well.
Mar 15, '17I agree with the folks who say document this behavior for a couple of weeks. And yes, go up the chain of command.
Personally, if I asked a unit clerk or other staff member to do something, and they sat there and refused, I would deal with it right then.
For some reason, these two people have been allowed to continue their behavior, and that's ridiculous.
Mar 15, '17Document, document, document. Write down each and every instance where you've asked one of these ladies to do a task that is within their job description and it hasn't been done. Include dates, times and witnesses. As suggested by a previous poster, give a copy to the HUC, one to your manager and keep two for yourself. Then give it some time. If the manager is working on the problem behind the scenes, you won't hear about it. Disciplinary matters are confidential. While you're waiting to see if something is done, keep documenting. After a month, give the manager, the HUCs and yourself another set of copies. You may also consider going to your boss's boss, but this can burn you. At this point, you start looking for a new job. If the HUCs truly are protected, you'll need to leave your job because you'll be "on the radar". If they are not protected, you should begin to see something changing at this point. Your coworkers will all thank you if this happens.
These are not easy options. You have to poke your head up out of the trenches and perhaps take some fire. Let us know how things go.
Mar 15, '17One tactic I have had success with (although it's not the best way to make friends) is to, in a clear, calm voice so that others can witness, state "Suzie, I have asked you to do such and such. It is part of your job. Are you officially refusing to do it?" If they say yes then I immediately pull out a write-up form but usually it never gets that far because they don't want to look like a fool in front of an audience. Do this a few times and the problem usually gets solved but they won't be friendly about it.
Mar 15, '17I'd probably refuse to work with her (them) and look for another job. While documenting everything.
Mar 15, '17Quote from WuzzieOne tactic I have had success with (although it's not the best way to make friends) is to, in a clear, calm voice so that others can witness, state "Suzie, I have asked you to do such and such. It is part of your job. Are you officially refusing to do it?" If they say yes then I immediately pull out a write-up form but usually it never gets that far because they don't want to look like a fool in front of an audience. Do this a few times and the problem usually gets solved but they won't be friendly about it.
This is definitely what I would go with.