Coworker quit/fired! Should we know what happened or not?

Nurses General Nursing

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  1. Do coworkers have a right to know why a coworker was terminated or quit?

    • 29
      Yes. After all, people are going to talk anyway. It's the nature of the beast.
    • 175
      No. Especially if someone's fired. Their privacy is at stake.
    • 59
      Yes, but only in some cases.
    • 8
      Other

205 members have participated

Recently a longtime coworker nurse whom I greatly admired and respected quit without notice. Or she was terminated.

We don't know. But the rumors are flying.

It got me thinking: Do coworkers have a right to know why a beloved coworker is suddenly "no longer employed" at a facility?

I know that all facilities have a "no talk" rule. But should they?

Does a policy like that really stop the rumor mill? Or does it just make the stories wilder?

Answer the poll, then tell us what you think.

Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
like me, she is constantly being hounded---especially by this one manager---for little mistakes, given crappy assignments, and subtly discouraged from seeking leadership positions or taking continuing education that might help her in a different position.

even when she told me all this a few weeks ago, i didn't want to believe that some of us older nurses were being nudged toward the door........but now that i've had a chance to analyze things, i realize that we were being targeted. all of the leadership positions (charge nurses, committee heads etc.) are filled by nurses under 45, despite the fact that the managers themselves are all over 50. the best shifts and choicest assignments also usually go to the younger staff members. so what does management do with the older, more experienced nurses? we couldn't be fired, because we've done nothing to deserve it. we can't be let go due to age, because that's discrimination. but life can be made so unpleasant for us that we get disgusted and quit, or we get sick and quit, or we get hurt and quit.:angryfire

been there.

i quit my last job -- gave two weeks notice, but only just. i could have given more, but was so angry i didn't. and i feel as if i was forced out, too. i was at the top of the pay scale -- they can hire someone younger to do my job for far less money.

our manager addressed a staff meeting (fully half of the staff of our icu) saying "i know we have a great deal of turnover, but it's because we hire the best and the brightest, and they go on to bigger and better things. i struggle with this daily, and i ask myself 'should i keep hiring the best and the brightest, knowing that they're going to go on to bigger and better things in a couple of years or less? or should i lower my standards and hire someone mediocre who will live in the icu for a decade?'" then she laughed, and said, "you guys know i didn't mean to say that."

looking back, i'm fairly certain she meant it, she just didn't mean to say it.

all the new charge nurses were in their 20s. the classes and educational opportunities went to the same group of people, the choicest assignments and the best schedules, vacations times, etc. i was passed over for promotions over and over while younger and far less qualified nurses were given the promotions over me. (and in some cases, i'd actually been doing the job i wasn't good enough to get hired for to "fill in" and to "help out the unit.") when i asked for feedback as to why i didn't get the job, or what i could do to be more prepared, the answers were telling. in every interview, they ask you what is your biggest weakness, and you try to give an answer that actually comes across as a strength. in every case, that was the reason i was given for not being hired. when asked what i could do to be more prepared or more qualified, there was no answer. i was prepared, qualified, and educated for the position -- but it was given to a younger, less experienced crony of the assistant manager or of the manager. meanwhile, i was working the ****** schedules, taking the least choice assignments and getting extra classes and education on my own time and my own nickel.

i quit the first week of december, effective a week before christmas. i know i left them in a bind because so many other experienced nurses were quitting at the same time. sometimes, i wish i'd left them in a bigger bind. it's been 2 years, and i'm still angry!

ruby

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Specializes in LTC, assisted living, med-surg, psych.

Interesting story, Ruby........and I know what you mean about the promotions going to younger nurses. I was actually on the committee that established charge nurses (called 'resource' nurses) on our unit, and indeed half the time I functioned as one---making assignments, placing admissions and surgeries, notifying the proper people whenever a new admit came in, etc. But when it came time to choose people for resource positions, I didn't even make the danged list........it was because I was "absent too often" and "didn't pay enough attention to detail".

In all fairness, I will admit that I was out a lot this year---but why was my performance OK when I was doing charge for free, and then not OK when TPTB made it an official job title and added a 5% differential?? And why did every single resource nurse position go to nurses under age 45 and/or with far less experience than I? One of 'em has been an RN for less than 3 years; he didn't even WANT the job, but took it because he's the sole support for four children. Another is all of 26 and has been a nurse for 5 years; still another is in her early 30s and worked in long-term care until this past June; and the eldest is a woman of 42 with exactly four years' experience.:madface:

Then there was the issue of what to do when a resource nurse went home in the middle of the afternoon, as was often the case since several of them worked 7-3. One time, management even handed the responsibility to a new grad only six months off orientation!! Needless to say, I was royally insulted, as I was more than capable of handling the resource-nurse thing while taking care of my patients.........but of course, I never said anything, because I wanted to think that it was just an oversight and not a snub on management's part. But then it happened again, and again, and yet again.......the resource nurse would go home at three, and they'd hand the duty---and the extra dough---over to anyone willing to take it on. Anyone, that is, except me.:confused:

It's funny, how blind I was to all the Machiavellian manipulations going on around me, and now that I'm away from it all, I can see it clear as day. Then, maybe it wasn't blindness, but denial---after all, it's tough on the ol' ego when you're being left out and treated like a second-class citizen. I'm more than willing to accept criticism when it's necessary, and I never fail to learn from it; but when it's all vaguely worded "concerns" and I'm told that "some of your co-workers are frustrated with you" but not given any specific examples of what I've done (or not done) to make them frustrated, it's like fighting shadows.

Oh well, it's all water under the bridge now.......I just hope my next job isn't like this!:chair:

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Specializes in Case Mgmt; Mat/Child, Critical Care.

Co-workers do not have the right to know anything about another's circumstance. Be it termination, resigning, disciplinary action, "behavior" problems, etc. I recently had a manager who loved nothing more than to go into the break room at lunch time and discuss other nurse's issues. This just burned me up! What happens between management and and employee is private, personal business. It doesn't matter if "rumors" are flying or not...that is a daily occurrence anyway.

Why not contact the person personally and ask them flat out? If you're not that close, then just go on about your business.

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Specializes in Geriatrics.

No!

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In my opinion, if he/she wanted you to know, he/she would tell you...otherwise, respect his/her privacy and keep in mind the definition of a rumor, not to mention the type of ppl who not only start them, but keep them going.:rolleyes:

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Specializes in med/surg,CHF stepdown, clinical manager.

Absolutely not! If the person involved wants others to know what happened, that person will communicate it. It is no ones business if someone has been terminated or has received a corrective action.

If someone was written up or terminated for a system wide problem, education should occur for the rest of the staff to prevent the problem from reoccurring. Education and inservice can happen without naming the person involved. Confidentiality should be kept at all times.

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Forgive me for being so forward, but it's amazing to me, aside from the original question, y anyone would want to stay at a job if you know ur not liked, being pushed out, sabotaged, etc. There's so much more to nursing, life, etc than worrying about whether ur gonna have a job or not. Remember ppl, there's a nursing shortage. You hold the keys!

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Co-workers do not have the right to know anything about another's circumstance. Be it termination, resigning, disciplinary action, "behavior" problems, etc. I recently had a manager who loved nothing more than to go into the break room at lunch time and discuss other nurse's issues. This just burned me up! What happens between management and and employee is private, personal business. Hmmm, sounds like you had the same manager that I had!

It doesn't matter if "rumors" are flying or not...that is a daily occurrence anyway. Yep...same crap different day. Totally agree.

Why not contact the person personally and ask them flat out? If you're not that close, then just go on about your business.

EXACTLY! If I wanted to let my co-workers know why, I would tell them.
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Specializes in MDS coordinator, hospice, ortho/ neuro.

I voted for the 'in some cases' option.

We had a couple aides get into a big public cat fight on the property. The admin made it clear that this kind of thing would not be tolerated.

I've noticed that a lot of people who get fired will tell anyone who will listen.

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Give her a call. Send her a card. Invite her out to lunch. Let her know you still care about her. It has happened several times where I used to work, and it felt like the person died. We had the normal grief reaction(s) and of course we wanted to know, but realized it really wasn't anyof our business.

DON"T ask her what happened. If she trusts you she will tell you on her own.

Only one employee chose not to share her story and we haven't heard from her since she left.

This may be the most devastating thing she's ever been through, and she may need a real friend right now.

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I am reading this with deep interest because I was told just the other night, by a nurse young enough to be my granddaughter, I was too old to be nursing. That was after I showed her how to measure chest tube output and gave her some pointers on managing a chest tube. I was offended, but I just looked at her, winked, and said, yes, but a federal judge does not feel that way.

I am still in the deciding stage of this new job. I like a few of my coworker, of course, they are the older nurses, but I do not care for most of the younger ones. They seem to think lying to patients regarding pain meds is ok, not giving baths is ok, and talking on the phone for lots of personal calls while lights are going off is ok.

My uniforms seem to be a topic of interest too, I have a great many tops, true some are years old, but well cared for, neat and professional looking. One girl told me the other night she was amazed I did not own a uniform shop, since I wore so many different uniforms. Why does she care what I wear as long as I am doing the job? I just looked at her and said, "how do you know I have never owned one?" She shut up. This is the same one who cannot figure out a heparin gtt rate by the aPTT nomogram.

I have almost decided that by May I will be working part-time, just enough to have benefits and a little extra money. I am looking into agency, even if I have to drive to VA, OHIO, or NC to get it.

Do these younger girls think they will really make nursing a more attractive career by closing doors to experience?

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Hello, All

Barefoot,

Do not worry about the ignorance of your coworkers. They just jealous and immature. They may feel you do not fit in their little network of non-working and alleged fasle statements to the patients. Since you do not, they are going to say things to make you feel that you are not wanted and to try to make you quit. You have handle every remark beautifully and she or they cannot come back with a remrk. Basically, you have shut them up and they see you as a strong person as well as knowledgable. You are a better nurse and woman than them. It is a mind game many nurses play with each other. Not sure, why it occurs but it does. One day coming will be her day by others saying things to her. Remember comes to those who treat others badly. Therefore, do not give into those immature women who are suppose to be nurses that take care of others.

In addition, they will be caught doing those things that you have mention and that will be thier jobs. They will learn the hard way and too bad you do not have a nurse manager that can catch them in the act. If I was a nurse manager, I would come in at all hours of the day and nights to what everyone is doing. Then if I caught them or it has been reported to me of the behaviors on the shift by those who are abusing their duties as a nurse....suspensions, transfers, and a lot of conferences prior to the harsh restrictions. Those types of nurses gives the nursing career as a negative and ignorant appearance. Keep up the great replies to them and hang in their cause that is their goal to have you to depart. Do not give into their ignorance and do not allow them to take your inner powers and strength from you. If it continue, then I would hold a meeting with the people involve and tell them a thing or two in a positive way. If that does not work then speak to the nurse manger about thier behavior and ignorant. Do not allow them to controll as you work each day to meet the goals of your patients. Therefore, do not take their crap and contue your great psychology remarks and they will know not to mess with you.

Have a great day,

Buttons

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