Dissed by DON? Opinions wanted!

[yadda_yadda_yadda, LPN, LVN]

I've been a nurse for 13 years. I've never had any issues getting along with others @ work before.

I started a new job in 1/06 @ a place I'd worked agency/prn since 2001. There's a Rehab Tech on 11pm-7am shift ( I work 7am-3pm) that has a very 'difficult to miss' attitude.

From Day 1 : refusal to take vital signs when asked to do so before day shift's arrival.

Questions every directive given to her--feeling that everything she's asked to do must be justified until you're exhausted. (there's no simple way to get her to do anything)

When messages are left in the 'communication book', she has the tendency of claiming personal attacks, and becoming defensive, grousing that she's being 'singled out' --never once have names been mentioned when communicating needs for improvement, or needs to correct things--only general comments--so no one is sure why she feels every entry pertains to her.

I recently arrived to find her & her shift partner asleep (wrapped in blankies..so it was not an inocent dozing-off...I've worked night shift---and know it happens)

Recently, her team-splitting efforts had become so intense that it affected the entire crew--all 3 shifts were hearing how she was "picked on".

I found time to speak with the DON about the above & her attitude in general--and afterwards, a unit meeting was called.

We had a meeting today, kind of a pot luck lunch thing. The DON addressed vague concerns, speaking generally to everyone in attendance.

Never once did he make eye contact with me throughout the meeting. The rehab tech was unusually confident...laughing & joking throughout the meeting & lunch.

The typical phrases "we're a team...we're all in this together..." were voiced....along with the statement... "I've been hearing things here & there that indicate tensions...and I'm not sure if what I'm hearing is true or not....but if it is, and you're so unhappy that this is how you choose to act @ work, you may not belong here"

I took it all in, as everyone else did (typical meeting verbage, after all---although it DID pertain to certain people)--- However, I felt shortchanged by the DON for not having approached those he was speaking of directly. How else can you "know if what you're hearing is true" unless you address it at the source--gather your facts & bring the parties involved together for resolution?

I feel that my concerns were definitely minimized and that by not addressing them at the root cause, also feel disrespected.

If this is the DON's method of "problem solving" (not holding people accountable for their actions...and instead, giving everyone the little 'slap on the wrist...let's all just get along'-speech, that there isn't any true leadership factor---just an avoidance factor.

I feel that by the Rehab Tech not being confronted, that she has essentially been empowered--and his lack of holding people accountable shows no regard for the authority of staff nurses. (not to mention, she feels protected, I'd imagine)

My nurse manager, however, did meet with both myself & this Rehab Tech and told her point blank, "these are the rules, nurses don't have to justify their requests to you..and if you have a problem with that, maybe this isn't the unit for you"

I just feel like I no longer have the respect of the DON...in addition to completely having no respect FOR him.

Comments welcome

[steelcityrn, RN]

I can understand your frustration. Maybe the DON was planning on talking to her in private, as not to start a war at a lunch meeting. It sounds to me like he was addressing the moral and trying to give a general speech that things need to improve. Remember, he has to walk a fine line, if he says things out in the open to one particular person, there no doubt would be alot of attitude and comments probably made about other staff, then all heck would break out. It does not appear to me that this DON was dissing you in anyway, actually he is trying to make improvements. Just give it some time now and see if things get better. As far as a communication book, I used to use one on a private duty case, and have seen first hand when someone writes a comment that does seem to attack. Just write what was done, or needs to be very fact like. No added comments like eg: med given late, or nurse did not call dr...ect...good luck there....sandy

[Marie_LPN, RN, LPN, RN]

so no one is sure why she feels every entry pertains to her.

I would say because the truth hurts lol. It may not have her name, but she knows it's referencing her, because she knows she's not doing her job.

Next time she gets bent out of shape about the book, just innocently say "well if it doesn't pertain to you then why are you mad, then?" :)

[VivaLasViejas, ASN, RN]

[quote=krichardson1966

If this is the DON's method of "problem solving" (not holding people accountable for their actions...and instead, giving everyone the little 'slap on the wrist...let's all just get along'-speech, that there isn't any true leadership factor---just an avoidance factor.

I feel that by the Rehab Tech not being confronted, that she has essentially been empowered--and his lack of holding people accountable shows no regard for the authority of staff nurses. (not to mention, she feels protected, I'd imagine)

My nurse manager, however, did meet with both myself & this Rehab Tech and told her point blank, "these are the rules, nurses don't have to justify their requests to you..and if you have a problem with that, maybe this isn't the unit for you"

I just feel like I no longer have the respect of the DON...in addition to completely having no respect FOR him.

Comments welcome

I'm not sure I understand the problem.

As a DON myself, if I had to handle every single issue that comes up between staff members, I'd never get anything else done........and I manage only about 20 employees. (However, this is one of the reasons why I have an assistant. :) ) Not to minimize your concerns---and I agree that they are valid---but it seems to me that having the nurse manager meet with you both in private and give the aide the equivalent of a verbal warning should be sufficient.

I think your DON handled the issue the only way he could in a staff meeting. These are only intended for general information anyway, not to 'yell at' staff members (although that does happen sometimes when things aren't going well). No one in a supervisory capacity should EVER discipline an employee in front of others---it's unprofessional at best, and at worst can lead to legal action---and I think most of us know that.

If the problem persists with the aide, despite the warning from the NM, I would definitely kick it higher up the food chain, to the DON or the administrator if need be. But I wouldn't waste my time being angry at the DON for not having addressed this himself, or worried about having lost his respect........there just aren't enough hours in the day for someone in his position to deal with EVERYTHING. I'm sure it's not personal.

Let it go.:)

[zaggar]

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[yadda_yadda_yadda, LPN, LVN]

I guess I felt thisway because I'd heard she, too, had carried "concerns about being picked on" (personalizing/internalizing messages from the communication log, etc) to him...so, he'd heard "two sides", so to speak.

The issue escalated to the point where the Rehab Tech was calling other staff at home, perpetutating her issues, trying to drum up allegiances. It was so beyond ridiculous, it reminded me of a high-school type nightmare! (I didn't mention this in my beginning thread post because it truly sounds almost crazy. Never, in my 13+ years of nursing had I ever seen such behavior.

I (retrospectively) see that it should have been taken to HR...it would still seem childish & hard to believe---but it certainly created a hostile work environment.

I know Admin. cannot 'micro-manage' every issue, "but" --this is a new unit on the facility. All the permanent staff are new hires & didn't know each other. I cannot fathom picking up the phone & calling a new acquaintance/coworker stirring up *%$# about someone at work---much less 'drummed up' issues as she did.

Thanks again for the insight. :)

I guess my hide has gotten softened...I'd never worked with such maliciousness before. Guess I've been lucky until this :)

[Town & Country]

I don't even understand why someone like this is still employed.

They sleep at work, refuse to do their job - why are they still there?

[spidermonkey]

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