How do you delegate to bullies?

Thunderwolf, MSN, RN · May 5, 2006

First thing, which appears obvious...she does not wish to be delegated to or to be a part of the team. I would document all occurrences and interactions/redirections, then forward it up. In this kind of scenario, talk is cheap. Action is essential. Documentation is a must. Her behavior doesn't bother her in the least. Ignore the excuses. Start the paper trail and remain professional. Do not get into arguments, keep your calm. Folks like this want to rattle you in order for you to back off so they can continue playing their game. You deserve a better team member than this. Otherwise, this little gal is going to be with you for a very long time. In fact, I bet she is counting on it and folks doing little. It's time to get with the program. Give your boss the tools (documentation) to make it happen. Good luck to you.

porterwoman · May 9, 2006

So, Thunderwolf, or anyone else who is interested, can you give us an example of how to document this type of stuff? Keep a personal notebook, maybe, with dated entries? I can understand why we need to document, but the nuts and bolts of how to do it is a challenge to me. Is something like this what you're talking about?

April 30, 2006

Asked Rude Aid to get bedside commode for pt in rm 341. Rude Aid stated "Well why can't you get it cause I'm busy."

May 1, 2006

Informed Rude Aid that PRBCs were finished on pt in rm 400. Asked Rude Aid to obtain VS, stating, "Rude Aid, please get a set on vital signs on pt in room 400." Rude Aid replied "I don't have time for that and that patient stinks." Informed charge nurse Mary R. of Rude Aid's statement. Obtained VS myself.

That kind of thing??

psalm, RN · May 9, 2006

...or document with an incident report and make a photocopy for yourself in case it should disappear. I wrote an aide up on an incident report for sleeping at work and having her phone turned off. My NM thanked me for having it in writing as now she could challenge the aide. It was unpleasant for me but this aide was dealt with, still works here...and it was an example to other co-workers who think they can do as little as possible and get a pay check.

...as far as porterwoman, if you are asking the aide to do what is in her job description, yes, document it. I like to use the approach of "reminding" the aide (those that are rude or lazy) that a pt needs attention...just as you did for the pt done with PRBCs. AND I wouldn't have gotten the VS myself unless said aide was dead on the floor!!

buildingmyfaith57 · May 9, 2006

this person that was sleeping was she doing a one on one?

psalm, RN · May 9, 2006

...no, but I have known of one-on-one's sleeping on the job. That is the time you walk in the room and make enuff noise to "wake" them, then ask how the pt has been for the last 30 min. Also, discourage the sitters from using blankets...if they are cold I will suggest wearing a gown as a sweater stressing.."You don't want to risk falling asleep with a warm blanket while you are sitting with pt".

buildingmyfaith57 · May 9, 2006

if i was to see someone doing a one on one and i fine them sleep or dosing off i would ask them do you need a break,or need some coffee,fresh air? and if they we're doing it more than once i would write it up.

liljsmom02 · May 11, 2006

thank you all for your replies. tonight that cna was not working and i had a daughter of a 92 year old patient approach me and say that the night before the cna was rough with her mother and very rude in the way she spoke to the daugter when she comfronted her about it and that she did not want that cna in her mother's room again. i now have something to put in an incident report without having to worry about her retaliating.

Thunderwolf, MSN, RN · May 12, 2006

Documentation is your friend.

It needs to be very objective....it paints the scenario for when others read it...it mirrors what "you see", "what she/he does or says" and "what you say or do". It is to be factual...without any judgement written into it on your part. The reader, however, can easily formulate their own judgement due to the facts. Making copies for yourself is also prudent. They are for your eyes only. All documentaion is dated and timed.

If a chronic sleeper does not respond to several directions...I would even be so bold to take a pic when he/she is caught again in the act....objective data.

Beary-nice · May 12, 2006

Document like crazy!!! She needs to be sitting on her rearend elsewhere...the longer this behavior is tolerated, the longer it will continue!!! State the facts and make it stop!

irmaRN · Jun 6, 2006

hi.. you must absolutely put all your complaints in writing.. trust me, there is nothing more infuriating than working with people who are not team players and seem to get away with it! all the venting in the world to other co workers, including your boss means nothing unless its put in writing. also have other nurses put their concerns and complaints in writing. i have learned over the years that if you have enough complaints written down a good boss must respond... and if she (or he) does not then follow your chain of command... believe me, things will start happening then!! good luck!

rnwayne · Jul 12, 2006

Our hospital has a different type incident report for everything that could happen. The one you need is what we call a "Problem doc". Verbal complaints to the boss just get brushed aside but put it in writing and it's much harder to ignore.

As for the visitor that complains, I always tell my assistant director, or the nsg supervisor to go talk with them now. We also by the way have a "patient complaint" form.

Your job shouldn't have to be harder because of someone's laziness. Read up on your facilities policies for dealing with problems, and disciplinary action. The system usually works if you yank

the right chains.