Work place bullying
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This is a discussion on Work place bullying in Nurse Colleague / Patient Relations, part of General Nursing ... Does anyone have any proven effective methods of handling workplace bullying? I'm referring to...
by KRSLPN Feb 11Does anyone have any proven effective methods of handling workplace bullying?
I'm referring to nurse aides who "bully" the nurse verbally when on duty.
Reporting this behavior or writing them up has been ineffective for the most part, has actually gotten worse.
Any positive advice would be appreciated.
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Feb 11 by mariebaileySorry you are going through this. Hope it gets better. The ANA has a page full of resources dedicated to this: Bullying and Workplace Violence - Guide
Feb 11 by jadelpnJust a few suggestions. Have a monthly meeting of the CNA staff. Address any issues. Get suggestions from the CNA staff on how to improve culture. Talk about what has to be done and is non-negotiable. (ie: up, dressed and to dining room by 8am, baths and showers by 11am that type of thing). Set up a shared governence team that really gets down to making patient care effective and the culture a workable one. The CNA staff can be their own advocates, their own voice.
Establish rotating "charge" CNA's. That would be a go to for any issues that may be brewing on a shift.
Have the CNA's work in teams of 2. Have one of the set be specific to stocking and other non-patient care activities and rotate the team, so the each week there will be at least one day of no patient care by that team. If you have enough CNA's one day a week a team could also be specific to bells and covering for breaks and lunches, again rotating.
Another idea is to have the "lead" CNA be the FBS, weekly vitals, making and maintaining the flow of teams on the floor, who's doing bells, and who is doing stocking, etc, and rounding to be sure people are doing what they need to be.
Make expectations clear at the begining of the shift.
Ask administration to have an LPN (or even the most senior CNA) be specific to supervising the CNA's, and establish a progessive form of discipline. Constant write ups go nowhere if a written plan is not put into place to change behavior, or if there's no consequences.
Be clear and thankful. CNA is a difficult and demanding job. Tempers flare when someone is overwhelmed, not supported, or feeling defensive that someone may think they do not know how to do their job.Katie13LPN likes this. - Feb 15 by RN_2012How does the CNA bully the nurse, can you give examples? It could be a case of the nurse is being tested and needs to verbally stand up to the bully?
- Feb 19 by KRSLPNQuote from RN_2012One example is the nurse directing the aide to perform a particular task, one that is TOTALLY, in their job description such as toileting someone per family request. The aide turns to the nurse and states, "if you want it done, you do it, I'm going on break", and proceeds to walk away. This behavior has been brought to the higher ups attention, and went no further. The mgt allows this sort of behavior to occurHow does the CNA bully the nurse, can you give examples? It could be a case of the nurse is being tested and needs to verbally stand up to the bully?
- GuideFeb 19 by jadelpnQuote from KRSLPNThat is not bullying, that is insubordinate. Two different things. Go to managment with specific ideas for changing. That may mean as I said in pp, that you have a meeting, set clear expectations and schedule breaks. That may mean to look at the policy for progressive discipline and enact it. It is one thing to go to management with complaints, and another to go to management with complaints and some viable options to change things.One example is the nurse directing the aide to perform a particular task, one that is TOTALLY, in their job description such as toileting someone per family request. The aide turns to the nurse and states, "if you want it done, you do it, I'm going on break", and proceeds to walk away. This behavior has been brought to the higher ups attention, and went no further. The mgt allows this sort of behavior to occurKatie13LPN likes this.
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Feb 20 by SionainnRNQuote from KRSLPNThis is hilarious because I JUST had this happen to me. Asked our tech to take a pt over to our obs unit while I gave report. In the middle of report she storms over says "if you can walk over the chart you can walk over the pt" and walked out. Completely blown away by this behavior!! Good luck with your situation.One example is the nurse directing the aide to perform a particular task, one that is TOTALLY, in their job description such as toileting someone per family request. The aide turns to the nurse and states, "if you want it done, you do it, I'm going on break", and proceeds to walk away. This behavior has been brought to the higher ups attention, and went no further. The mgt allows this sort of behavior to occurKatie13LPN likes this.
