Anti-intellectual & hyper-sensitive. WHY? - Page 3Register Today!
- Feb 26 by SoldierNurse22I agree with everything above, especially the point about you having a distinct advantage in this situation. If her behavior / job performance doesn't change, I'd do exactly as psu_213 suggested and provide your boss with examples of her "work". That should make a point.
- Feb 26 by PMFB-RNQuote from mclennan*** I was with you until I read this. What suprises me is that I am a frequient AN reader and poster. Pretty much every day I am on AN now that I get it on my phone. I read dozens of posts here every day and I never see what you describe above. I will see ADNs returning fire when they have been attacked for being uneducated or lacking proper preperation for "professional" nursing. Funny how two different people will see things so differently. I was convinced that you were right in the OP and that you were dealing with an oversenstive nurse. Now I am not so sure that your side of the story is the accurate one.I see it here on AN (see: LPN/ADNs bashing people with more education, etc. etc.)
- Feb 26 by netglowWell, so what.
mclennan, this nurse has over a decade of experience. She'll practice as she wishes, right? So, all you do is let her know fully what the job requires and point out to her the musts. Offer to help her with the things she requests help with. She's been around for long enough and so have you to BOTH know you each get to make your own decisions. You do your job. She'll do hers. If what she does ends up causing big problems, those problems would be hers and hers alone.
She's not a new nurse, after all. She knows how things work. She can decide how she will practice. It just might not be compatible with her job.
- Feb 26 by Pepper The CatI feel your pain.
I know of an older nurse who charts 'IN CAPITOLS ALL THE TIME" because using the shift key is too hard. And she charts "WAY MORE INFORMATION THAN SHE NEEDS TOO" - resulting in a whole screen of information that no one reads. But when you try to correct her, she gets very defensive. Seriously - you look at her notes and it is a whole screen filled with words all typed in capitol letters with no paragraphs or breaks of any type.
- Feb 26 by mariebaileyI hold the perspective that, regardless of the quality of the orientation/training one receives, it is ultimately the individual nurse's responsibility to know how to perform his or her own job duties. It sounds like you are training her well, but, if she is not receptive to learning, she needs to be held accountable. I hope your manager holds that perspective too. I had managers that catered to whomever ran to them wining first. I hope that is not the case for you. If it is, I think it may serve you well to have a heart-to-heart with your manager & document frequently on any unprofessional behavior you see from the nurse. Most people eventually dig their own graves. Case managers should be so skilled in documentation! Her attitude is stunting her growth both professionally & personally; it's pitiful, really.
- Feb 27 by anotheroneop. you may need to just let her do everything wrong then let the drs and management confront her and be blamed for never telling her. i cant not stand working with cry babies like this and it is a major reason why i HATE orienting peopke. it is to the point where very few nurses on my unit want to do it and we pretty much are forced to. if you tell anyone (even in a super nice way that she did something incorrectly or not a way a certain dr likes it , she will go crying to managment). whahwhahwha that nurse is a bullly! unless it will directly harm a pt, sometimes these people have enough rope to figuratively hang themselves . if someone is aplroachful i will say oh fyi that dr likes it this way ir you didnt chart this correctly, if they are defensive and confrontational about it, i ignore it .
- Feb 27 by NJForteSomething about this post is off. If you communicated your criticism constructively why did she "run crying" to the supervisor? Are you sure you came off the way you though you came off? Did your disdain for her poor writing abilities come through to her like it's coming through to us?
I don't know I wasn't there, but this story seems a bit odd.
- Feb 27 by Medic2RNWell, you gave her constructive criticism regarding her poor documentation in order for her to avoid being called out as an example in meetings and to avoid the "fussiness" of the readers of her notes.
As a trainer, I would document that the topic was reviewed with the trainee. If she decides to not heed your advice/ mentoring then let her suffer the unpleasant consequences. She will either improve her documentation or receive whatever the outcome is to poor communication. It's her decision and responsibility - you've done your part.
I guess some people need to experience it and learn on their own and some people learn from other's mistakes.
- Feb 27 by psu_213While I agree with the sentiments of "let this person do her thing and then she is confronted by docs, managers, etc.," the problem is then it reflects poorly on the person doing the training. Also, as I said before, when she is confronted she will probably blame the person orienting her ("I did this all along and she always said it looked good; never that it had to be revised!"). Take an example of her notes to the boss. If they don't have a problem with it, and allow her to go it on her own--their problem, not yours. If someone is bringing poorly written notes to a staff meeting, I am guessing they are going to do something to correct a CM who continues to write poor notes even after she has be instructed time after time in proper procedure.
Until then, give it your best, and don't take her "b***h nurse" comment seriously.