How to handle lazy LPN's on the team

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Specializes in Corrections.
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 :banghead:, 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 :nailbiting:

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

Specializes in ICU, telemetry, LTAC.

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

Specializes in Acute Mental Health.
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

Specializes in geriatrics.
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.
Why are you assuming that other nurses would "crash and burn?" Charge roles are extremely busy, but many people are well suited for these roles, including *gasp* some LPN's. Perhaps some of these people might even be more suited for a charge role than you think.
Specializes in LTC and School Health.

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.
I have to admit that I don't really get this. Yes, I refer to the CNAs I work with as "my" CNAs. I also say "my" boss, "my" patient, etc. Doesn't everybody say "my" when referring to other people they're connected to? I'm sure you say "my boss" all the time. The CNAs sometimes say I'm "their" nurse. None of this means literal possession. Maybe you're too sensitive?......

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

Specializes in Home Care.

And sometimes no matter what you do nothing changes because management just doesn't care.

Specializes in Registered Nurse.

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.

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