Cliques in The Workplace

[Yediah71]

Most of us have had at least one unpleasant experience with cliques. Usually, these experiences tend to occur during junior high or high school. My own cheeks burn when I remember that feeling of exclusion coupled with a desperate need for approval.

Now flash forward a couple of decades. You're a professional with a decade of nursing experience under your belt. You've worked with a fabulous team of individuals who set aside differences and play off each others strengths. The patients can feel the positive energy, you feel like someone has your back, you are able access others experiences by asking. Communication is encouraged, it feels like everyone is growing and thriving professionally.

Until slowly, insidiously, some new hires begin to take breaks together. Several seasoned nurses are drawn into what can only be described as an exclusionary club. You have not been invited, but management has, and for whatever personal reasons, seem thrilled with their newly formed entourage. Your own assignments became...less choice. You are no longer used to help train new staff. You are no longer utilized as a resource or charge. You become a ghost. Direct questioning of management accomplishes nothing. They pretend like nothing has changed. But you have. Going to work was once a joy, now it's a chore. There's a chip on your shoulder that no amount of meditation can get rid of.

Now it's not just cliques, but the bullies they harbor and train. making fun of other nurses, setting unpopular new hires up with them to "break them". Then there's the freeze. The icy wind that follows you onto the unit. No one looks up, no one says hi, much less comes to your aid if you need help.

Welcome to the no man's land of unpopularity. You become overlooked, unsupported and generally ignored.

A year has passed since this clique took hold. Our new director, with whom I've spoken to myself about it, said she was aware of the problem, but as yet, nothing has been addressed.

Anyone with similar experiences and methods for dissolving them?

I know how tight our ship can run, how can we ever return?

[livefully]

I'm sorry this is happening

I hope things change soon

[jadelpn, LPN, EMT-B]

Remember that your personal life is your personal life, work is work. That no one says "hi" or is friendly stinks, however, Ok then, lets get on with the day. That they want to play clubhouse is not your issue. That patient care is priority could be if you are in charge, otherwise, patient care first reflected in your own practice. Assignments that are "less desirable" can be subjective, and someone has to care for the patients. If it is a heavy load, "corner" the CNA (not corner, but you know what I mean) tell the CNA that your load is heavy, he/she rocks and could you have their help? A good CNA is worth 3 RN's in the assistance with patient care department.

It is puzzling that the manager states that she is "aware of the problem" but is not doing anything to solve the issue. Is the manager new to managment? Maybe you can offer suggestions to go forward and change the culture of the unit. Offer to come up with some ideas. Have conversation with your nurse educator. Joint Commission is all over the culture of units, so this should not be unlikely that there needs to be a plan in place.

I would think that with seniority comes a little more stable of a schedule, as opposed to a new hire that would more than likely be rotated. And to rotate a couple of these non-team workers to alternate shifts would not be a bad thing. This kind of thing classically most often seems to happen on off shifts. If this is the case, I would consider switching weekends. Would this be possible? Sometimes a change of scenery can be a good thing.

Another part of this scenario that is troubling is that you can not get assistance when you need it. That affects patient care. Is this an assumption, or literally does no one come and help when you call? This would be something I would write up if it happens.

Make sure that you have kind words and support for the new nurses that are being made fun of. This again is something that should be brought to the attention of the manager--"I am concerned, as the newer nurses are being ridiculed as opposed to mentored". If she again says that she is "aware of the problem" I would counter that with "is there a plan in place to change this behavior?"

Because you have been with the unit awhile, you may have some insight on how to go forward and team build. And I would offer to assist in this process. New hires have probationary periods. Part of this should be training on how to act as a team. Which can seem so obvious to grown adult professionals in the workplace, but sadly not always.

Best wishes and let us know how it goes.

[sistrmoon, BSN, RN]

That sounds awful and would inevitably affect patient care/safety and employee retention. If your own management won't do anything, can you go higher or elsewhere? A higher manager? HR?

[krisiepoo]

Devils advocate here... you're blaming everyone else here, but how has your attitude changed/helped things?

[ProgressiveActivist, BSN, RN]

Has anyone ever noticed how the negligent insecure and just plain dumb nurses form cliques?

That dynamic seems to go along with weak management.

This is a big red flag of trouble to come in the form of sentinel events.

The only thing management listens to these days is pt and family complaints. The issues you describe run so deep that it's

just a hornets nest of dysfunction. You need a strong leader and until you have one your license is in jeopardy. I would confront every behavior in a staff meeting after lining up a better job. Invite upper management to attend. These people should be exposed.