Can't we all just get along

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Can't we all just get along????NO!!!!The dept I work in is fairly small. What is aggravating is the attitudes of goody-2-shoes nurses that think there is no need to place blame or discover the real reason behind mistakes. And mgt only cares that everyone is happy with each other, we all smile pretty at one another, and heaven forbid you approach problems (multiple med errors from same nurse) because with-in 10 minutes, mgt has forgotten all about that and is now ripping you a new one for voicing your concerns.

Do I work for the only mgr like this? It seems more like babysitting to me when I have to remind or tell certain nurses the same thing over and over and over.

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Specializes in Med/Surg, LTC, Rehab, Hospice, Endocrine.

I am so sorry that you have to deal with that. Is there someone above the manager you can go? Medication errors, while slight right now, could be a life threatening event.

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Specializes in Emergency/Trauma.

I have a similar problem in my ER. Each shift is 7-730 and has two RNs. As always its the old day vs night shift fight. There is one dominant nurse on the day and one on the night that do nothing but fire emails to the boss about every little thing. These "tattle tale" emails are driving me to the point of no return. I mean really, the way I see it if I have to stock NS bags because someone else used the last and didn't restock or I have to change the paper off an exam table because the last shift didn't, I just do it and move on. But these nurses have to email the supervisor with all this pidly garbage. It is getting very annoying and I am this close to blowing my top over it.

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Specializes in mental health; hangover remedies.

Dealing with performance issues is not easy.

Several thoughts come to mind -

- is the nurse being dealt with, but you just don't know about it? There is no reason for your manager to tell you personal HR issues on other staff.

- is the protocol not to seek to blame, but to seek remedy? This is the latest thing and I prefer it. Seeking to eradicate errors by understanding how human error occurs and then modifying practices to reduce the errors. It may be that no direct sanction was made against the nurse - but other things are in play such as training, auditing and changing processes.

- does the manager have the skills to deal with the issues? Sometims it's just that a manager is not good at dealing with conflict or managing poor performance.

However, if there are continuing medication errors then this is an issue that needs to be dealt with. I would ensure that the errors are being reported and ask your manager for an assurance that the matter is being dealt with.

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I have a similar problem in my ER. Each shift is 7-730 and has two RNs. As always its the old day vs night shift fight. There is one dominant nurse on the day and one on the night that do nothing but fire emails to the boss about every little thing. These "tattle tale" emails are driving me to the point of no return. I mean really, the way I see it if I have to stock NS bags because someone else used the last and didn't restock or I have to change the paper off an exam table because the last shift didn't, I just do it and move on. But these nurses have to email the supervisor with all this pidly garbage. It is getting very annoying and I am this close to blowing my top over it.

Sadly, I have blown my top! (a few times). It is pidly garbage. I can honestly say that I have NEVER emailed or visited the mgr with anything that was not pt safety related. Even worse.....I can mark my calendar by any event with a certain few nurses that I will be called to the office! We have a lot of "overhearing" conversations and running to the principals (lol) office. I just wish they would "overhear" the conversation in its entirety before they sprint! And I can't help but wonder how much would get done if the time they spend B*#!*^#g in her office was spent working!

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Dealing with performance issues is not easy.

Several thoughts come to mind -

- is the nurse being dealt with, but you just don't know about it? There is no reason for your manager to tell you personal HR issues on other staff.

- is the protocol not to seek to blame, but to seek remedy? This is the latest thing and I prefer it. Seeking to eradicate errors by understanding how human error occurs and then modifying practices to reduce the errors. It may be that no direct sanction was made against the nurse - but other things are in play such as training, auditing and changing processes.

- does the manager have the skills to deal with the issues? Sometims it's just that a manager is not good at dealing with conflict or managing poor performance.

However, if there are continuing medication errors then this is an issue that needs to be dealt with. I would ensure that the errors are being reported and ask your manager for an assurance that the matter is being dealt with.

I don't know what goes on behind closed office doors (nor should I). The issues do not seem to get addressed. I base that on the fact that the same nurse or 2 continually make the same mistakes. I got no where with my mgr about the med errors. I took 7 occurence screens within 10 working days to her r/t med errors (4 from one nurse and 3 from another)Now I have found (yes I had to search b/c they are not readily available) pharmacy occurence forms which are triplicates (one to pharm., one to mgr, and I have kept one).

As fas as "placing blame"....maybe it was a poor choice of words. What I really mean is that if no tells you that you are doing something incorrectly and no one educates you on how and why it is incorrect....you will never know!

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Specializes in Med surg, Critical Care, LTC.

No, I have a manger just like this. Even worse, if you complain to her regarding one of her little "snitches", she'll make you pay for it with a crappy schedule, or give you attitude.

Blessings

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Oh...I have better....since I have brought these issues to the attention of our surgeons, I have been given a final notice (which means...and she wrote it out...if I talk to any staff or surgeon about the issues or even the "final notice" I will be terminated)!

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Specializes in Med surg, Critical Care, LTC.

Wow, that sucks. Guess you have to go in to work with a smile and do the best you can not to complain about anything. That would really make me paranoid. Sorry to hear it. Good luck.

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Wow, that sucks. Guess you have to go in to work with a smile and do the best you can not to complain about anything. That would really make me paranoid. Sorry to hear it. Good luck.

Yep. Not an easy task for me. Surely I can do long enough to find another job!

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