Nurses Relations
Published Sep 23, 2012
You are reading page 3 of How to handle lazy LPN's on the team
proudauntie415, LPN, RN
86 Posts
My problem is when they are not doing their job and I'm the one ultimately held responsible if my patients don't get their meds, dressing changes, bed baths, or whatever they're supposed to have from anyone. It all falls on me.
OP, I can honestly believe you didn't mean to start any LPN vs. RN vs. CNA....just an off wording, we've all done that before.
No matter what it came down to, it was simply all about how to delegate properly and be assertive. If it was another fellow RN would it be any less annoying, I doubt it?
Leadership 101 (which by the way seemed easier on paper, then putting into practice lol!) stated we are all responsible for each task we delegate and it is our duty as the "delegator" to follow up...and I'm sure it sucks beyond belief to realize it's not done , but in the end it needs to be done no matter what.
But if it continues I would absolutely say something to the nurse manager that type of poor team work should not be tolerated:no:
I will be starting in LTC, and each shift the LPN is the charge, this will be my first charge role but I assume I will probably being come to AN with the same problem one day down the road. lol
mariebailey, MSN, RN
948 Posts
Do you supervise them, or is "team leader" more of a figurehead role? If not, try discussing it with them directly first (good luck :/). If that doesn't work, document and go to the supervisor. In the meantime, if it's making you hate your job, look for a place without the "me" in team. Ha. You may get nowhere with your supervisor, but I think it's the right thing to do if their behavior impacts patient care. By the way, this thread is not "RNs vs LPNs" or hostile towards LPNs in general. I'm an RN, and if I saw a thread about how to deal with lazy RNs, I wouldn't be offended. Maybe that's because I'm not lazy.
Indy, LPN, LVN
1,444 Posts
I have found that there are only 3 things to be done, and you kind of need them to be done in order. One, work your a$$ off. Let it be seen that you yourself are not lazy. Two, communicate with the offenders what you expect and don't do it in the form of a question or a choice. Just say it. "I expect you to have your patient cleaned up before you go on another smoke break." Or, "I need to get out of here on time, make sure you can go on time as well." Three, if behavior doesn't improve, document objectively with real numbers and events, and pass it up the chain. Repeat as necessary. If offender questions you about the documentation, respond with "yes, and you were aware it was a problem because I spoke to you about it prior to writing anything down."
I don't know any other way to do things. People will be the way they want to be, and some folks just don't want to work.
chevyv, BSN, RN
1,679 Posts
In LTC, we LPNs *do*assess each and every shift. It is silly to pretend otherwise. Sometimes I work with no RN and am the only nurse. So OF COURSE I assess. People try to come up with absurd word games like "data gathering" but it is the SAME thing.
Of course LPN's assess but legally, only the RN can make the claim. I always hated that as well when I was a LPN. You do all of the foot work and the RN takes a peak and calls whatever shots. Unfortunately, it's all about the legalities.
morte, LPN, LVN
7,015 Posts
This, you need to stop asking, and start telling. No need to be rude. Just direct.
I have found that there are only 3 things to be done, and you kind of need them to be done in order. One, work your a$$ off. Let it be seen that you yourself are not lazy. Two, communicate with the offenders what you expect and don't do it in the form of a question or a choice. Just say it. "I expect you to have your patient cleaned up before you go on another smoke break." Or, "I need to get out of here on time, make sure you can go on time as well." Three, if behavior doesn't improve, document objectively with real numbers and events, and pass it up the chain. Repeat as necessary. If offender questions you about the documentation, respond with "yes, and you were aware it was a problem because I spoke to you about it prior to writing anything down." I don't know any other way to do things. People will be the way they want to be, and some folks just don't want to work.
joanna73, BSN, RN
4,767 Posts
I am the charge nurse responsible for a busy unit with a team model and I encounter this on almost a daily basis, as do many of the other RNs in charge. It really disgusts me how SOME of the LPN staff members can be so lazy and be grudge me because I have a pile of paper work and things to coordinate or otherwise over see in the nurses station, while still finding time to help many patients on the floor. These LPNs can't appreciate the level of stress and responsibility that goes onto the charge nurse, particularly after hours when we are the go to person for policy questions and issues. I would love for one day see these staff members just try and run the unit; they would crash and burn and panic in any emergency where they had to make decisions.
OnlybyHisgraceRN, ASN, RN
738 Posts
You have gotten wonderful advice. The only thing I want to add is to remember that RNS don't own LPNS or anyone else of that matter. Doctors don't go around saying "my RN".
When I hear people use the term "my" when referring to others I get offended. I'm a RN that have been a CNA and LPN. That term used to get under my skin.
BrandonLPN, LPN
3,358 Posts
You have gotten wonderful advice. The only thing I want to add is to remember that RNS don't own LPNS or anyone else of that matter. Doctors don't go around saying "my RN". When I hear people use the term "my" when referring to others I get offended. I'm a RN that have been a CNA and LPN. That term used to get under my skin.
Mcreaky
2 Posts
Attitude reflects Leadership, Captain
that_judi_girl
16 Posts
1. check your own attitude/ego at the door
2. if it is truly teamwork how about saying - "Hey, let's work together and get this done so we can all sit down and catch our breath"
3. find out what's going on with the LPN by asking her. It could totally be something else going on that explains her frequent breaks - maybe a bad back, maybe a diuretic. Maybe she really is just lazy. I would definitely try to find out what's up with her before going to the supervisor.
4. having said all that, it's been 21 years since I've been in the hospital setting. But, I've worked in management for a number of years and found that it is always best when the one in charge leads by example. I am no expert, but I do try.
5. One other thing I try to do is to let employees try to solve the issue before getting involved. Suck it up and ask the LPN what's up.
itsmejuli
2,188 Posts
And sometimes no matter what you do nothing changes because management just doesn't care.
NursesRmofun, ASN, RN
1,239 Posts
Just to answer this question and this question only,...Honestly, I would have to say you have to have a respect and rapport with your co-workers. Sometimes this this makes for a better work environment and sometimes it does not. Even if you respect them, they may not respect you. There are numerous "reasons" for this, IMO. It could be they were there before you and therefore think they should set the rules, regardless of your title. Sometimes they just do it their way and are stubborn and resist changing what is easier for them. Sometimes, even the best charge nurses or RN team leaders cannot change a bad work environment if they do not have the backing and support of their higher ups.