Co-worker Taking OVer

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Specializes in LTC.

I am really frustrated by a situation at work and would like some feedback. I am the nurse manager for a dementia unit in an ALF. There are 2 floors of regular AL residents that another nurse is in charge of. We each handle our own resident's needs and communicate with the families and docs on our own. Occasionally, we will handle something for each other. For example, I am off on Wednesdays so she will handle anything that happens for me then unless its major and then she calls me at home. I do the same for her when she is off or if I am there late/early. Here is the problem: SHE CAN'T LET GO!!!! If she handles something when I am off, she will stay involved in it even when I come back. I have talked to her about it to no avail! I even went so far as to tell her that she is 'stepping on my toes'. She always apologizes and says she is just trying to help, but she won't back out. It's really becoming an issue because the families will go thru her sometimes instead of me. They say they aren't sure who to talk to!!!! AND she doesn't communicate with me when she HAS done something, so I don't even know about it until way later. What should I do? I am thinking about coming in on my day off so that this doesn't become more of an issue, but that really isn't fair....HELP!!!

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Specializes in A myriad of specialties.

You sound rightfully frustrated. Either (1) let her continue on with staying involved and tell her with each occurrence "it's your baby from here out" or,(2) set up a meeting with her and the D.O.N. to discuss the situation in more detail and hope for a resolution that way.

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Honestly, I don't know what the problem is. She's doing YOUR work for you. That means less work for you.

If only I could be so lucky. :D

If you really can't stand it, here's how to make it stop. Just start encouraging/asking her to follow up more on all the things she has helped with. Pretty soon she will start to feel taken advantage of and back off. If that doesn't work, just start asking her to help you with your work even when you don't have a day off.

It will stop but still, I fail to see what the problem is.

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I can see this be disturbing if you are the responsible party for the patient and family even if the co-worker has taken it over. In other words you would get the blame for her failure if a problem. If this is the case and she refuses to point those family/patients back to you when you are not off, I would make sure she documents ALL intervention in the chart. There should be no question of what care/support etc., the patient/family has received and you can review when back to work. If you are left in the dark it sounds as if she is not documenting fully and this needs to be addressed.

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Specializes in acute care and geriatric.
Honestly, I don't know what the problem is. She's doing YOUR work for you. That means less work for you.

If only I could be so lucky. :D

If you really can't stand it, here's how to make it stop. Just start encouraging/asking her to follow up more on all the things she has helped with. Pretty soon she will start to feel taken advantage of and back off. If that doesn't work, just start asking her to help you with your work even when you don't have a day off.

It will stop but still, I fail to see what the problem is.

HELLO! Open up ur eyes- if you don't KNOW about problems on your unit while your off or if problems are not reported to you - let alone not documented- you can be sued for things you had no idea about!!!

A unit manager has to remain in control or at least informed. She is only away for one day - this is not a two week vacation...

If she gives over problems to another unit manager- she might as well just go home.

If families are not clear who to turn to than that is a problem as well

Advise: I would invite the families in for a unit meeting with families- and talk about general problems, maybe give a short in service on a related or relevant topic- say new treatment for Alzheimers... and included in it sanswhich in the idea that you are available 6 days a week and on your day off- Wed. the other nurse helps with EMERGENCY problems only. YOu can be reached between the hours on so and so every day but Wednesday. Make it clear that follow up to these emerency problems will be done by you.

Sounds like this other nurse has too much time on her hands- give her a project to keep her busy- ask her to prepare in services for both your staffs etc. or do auditing on your charts as long as its clear she reports problems to you and you take it from there. Be positive not defensive!

Let us know how it works out- no matter what you decide to do

BTW I wouldn't involve my DON

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Specializes in LTC.
Honestly, I don't know what the problem is. She's doing YOUR work for you. That means less work for you.

If only I could be so lucky. :D

If you really can't stand it, here's how to make it stop. Just start encouraging/asking her to follow up more on all the things she has helped with. Pretty soon she will start to feel taken advantage of and back off. If that doesn't work, just start asking her to help you with your work even when you don't have a day off.

It will stop but still, I fail to see what the problem is.

I am the person that is ultimately responsible for what happens on my unit. She will do a half- a**ed job of handling something and then not tell me about it. Giving her more things to do is not an option. She shouldn't be doing ANY of my work unless it is an emergency!!! And she would never back off if I went about it this way. It would just encourage her.

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Specializes in psych. rehab nursing, float pool.

As I see it there are 3 possible solutions to your problem.

One solution is on your days off, give your charge nurse of your specific unit your cell number if she needs something handled. That way you can know what is going on at all times and avoid the problems as you have stated.

Two. If days off without any unit responsiblity are important to you, then sounds like you need to have a heart to heart with the other unit manager telling them what your expectations are.

Three. Give up micromanaging and tearing down in your mind the other unit manager and how they do or do not do things. Realizing that families talk to who they talk to. If they feel the need or desire to talk to the other manager as for one day they felt a rapport with them, then accept it.

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Specializes in acute care and geriatric.
As I see it there are 3 possible solutions to your problem...

three. Give up micromanaging and tearing down in your mind the other unit manager and how they do or do not do things. Realizing that families talk to who they talk to. If they feel the need or desire to talk to the other manager as for one day they felt a rapport with them, then accept it.

i DON'T THINK THAT SHE IS MICROMANAGING!! The other nurse is!!!!

Tell the other nurse that while you appreciate her help on Wednesdays- if families come to her ANY OTHER DAY- she is to tell them that she is not the proper address and they are to speak to you- end of story. If she can't so this, then you cant have her involved at all.

Sorry- find some other solution to Wednesday.

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Specializes in Geriatrics.

I understand your frustration. I have been in a similar situation before. The problem is, is that she wants to be in this position alone. She wants to appear much more credible to families,residents and staff. This is what you need to do.

1. Sit down with her. Maybe come in on a day off. Meeting her in person and setting up a meeting definately means business. Tell her how you feel and that she needs to trust you in your abilities. Tell her you are capable and as experienced as she is and are completely capable in what you do otherwise you would not be in this position.

2.Tell her that you have discussed this with her in the past, and if it does not resolve TODAY, you will have to talk to your boss.

3.Explain how she is trying to take away your credibility in what you are doing and if roles were reversed what would she do. Tell her you want to work together to establish goals.

4. Leave the conversation on an up note. Its called the sandwich effect.

a. The problem (which the other party will become defensive about because they will feel criticized)

b. Solution

c. Problem

d. Solution and how you can work together with her in the future.

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