Earning Respect from Staff

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I am a brand new ADON and I was in a supervisory position for only 4 months before being promoted to my current position. I am enjoying my new job and I feel confident with my clinical responsibilities. My weakness is in supervision of staff. I believe in earning the respect of staff by setting a good example.

Several of the staff that I've been working with since I started at this facility 5 months ago have very low morale and bad attitudes. The past administration has not valued the staff or held them to a high standard. I am meeting a lot of resistance from CNAs and LPNs as I am challenging them to provide higher quality care to our residents.

I would be grateful if anyone would give me advice on how to motivate these staff, who I believe have a lot of potential. I also need advice on how to respond when a staff member is outright disrespectful to me. For example, I asked a CNA to do something yesterday for a resident on her assignment and her response was basically "why don't you do it yourself?" This left me literally speechless! What should I have said?

Thanks so much in advance!

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Specializes in LTC, Hospice, Case Management.

1. Treat all staff like people at all times. You can get the job done without being nasty & degrading.

2. Be seen to be heard. Nothing worse than management that never shows their face on the floor. As time allows, do rounds & offer a hand with a transfer, answer a call light, give some praise for a job well done. Let them "catch" you doing exactly the things you want them to be doing.

3. Have routine (short) staff meetings to discuss expectations. Always include WHY your expectations are important...understanding the why's often breed better compliance.

4. When staff causes problems you have to handle that right away. In your example, I probably would have just done the task myself without comment (this would buy me time to calm down & think how I wanted to word my comments to the aide). I would then call the offender to the office. "Hey, I just wanted to talk about your earlier reaction to my request. Was there a problem I didn't know about? (Let them talk....sometimes you will find an overwhelmed frustrated aide that needs to vent & assist reprioritizing & advice how to deal with this in the future. Sometimes you find a smart orifice CNA/nurse that needs just enough rope to hang themselves). If it's the latter, I make it very clear that as their direct supervisor I expect them to follow directions without being insubordinate. I let them know that they can consider this as their verbal warning. Can't tell you how many times I've ended up with a crying aide with a sick baby at home, a fight with the boyfriend, mrs jones being combative, mr green trying to fall & me coming along in the middle of it all wanting one more thing done ASAP. Chocolate, a few minutes of venting time, a little hand helping them reorganize and they are good to go again. I

5. Someone that is truly causing problems, ie: call offs, attitude, etc needs fired & don't be afraid to do it. Chances are good their coworkers will be just as glad to be rid of them & it sets the standard that you are not a push over.

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Specializes in Gerontology, Med surg, Home Health.

I would have said "you're fired" if a CNA spoke to me that way. That behavior is inexcusable.

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Specializes in None.

Coming from a CNA, I agree with Nascar nurse. Sometimes it is just a frustrated and overwhelmed CNA and sometimes they are just being rude and disrespectful that just need to be fired, because there are tons of people looking for jobs and would be appreciative of that job. For example, when I first became a CNA I had just graduated, facing two family deaths of cancer, and being thrown into 16 patients after 1 month of being a CNA. I was completely overwhelmed, not to mention why I am not at that facility anymore.

A big part in earning respect from staff is being on "their side" so to say. I found when I was working at a LTC/Rehab facility that particular DON was "out to get you". She would see stuff get done the right way and not say a word or act like she did not see it. However, the moment you messed up she would fuss (which she has every right to let you know). The hospital I work at now, the shift manager stays usually until 6 or so (so that she can see night shift staff too). She talks to you like any normal person would. She would ask how my day was going, did I need help, etc. That was a big adjustment to me. When I worked in the nursing home we would do our best to avoid the DON just because she would not speak to you (particularly CNAs) unless you were doing something wrong, and it seemed like she always found something wrong. Now, at the hospital when I see my shift manager she is more like a "mother". If I need to vent or just cry because of being overwhelmed I can go into her office. But, if she sees something that needs improvement or something i'm doing wrong she would politely tell me and not threaten me.

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If I said that to my boss.....I would expect to be looking for another job....I am just not that rude and I don't want people working for me that are. Respect goes both ways. It also makes me think what would a C.N.A. potentially say to a resident behind closed doors if they frustrated her and that happens more frequently than me frustrating my staff.

Frankly, I would have said "Let's go talk".......pick a private spot and say "I understand you have moments of frustration. So do I. However, good customer service is an expectation of your job...to your residents, visitors, co workers and me. In the future you will be respectful in your reply just like I am doing with you right now. Do you have any questions about this?"

At that point they will probably say no.

I then look them directly in the eye and give them a nice "it's okay this one time" smile and say........."We're not going to have this conversation again....right?"

I've never had anyone not take this route out.......They smile back and say "Right"

That's how you start getting respect.

I have been a DNS in 2 buildings and turned staff around twice....its not easy....its a challenge and hard work....but it can be done and what you say and do matters a lot.

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Specializes in Critical Care, Neuro-trauma.

Coming from a facility where favoritism is quite prevalent, I think the best thing you can do is show respect. Treat each one of your workers the same as you would the next. Staff morale is TERRIBLE at my facility. And the cliques are so obvious. Chances are, your aide was just having a rough day. I agree with the above poster who states you should have taken a minute to calm down then approached them. Don't allow them to walk all over you, but my boss probably would've berated me right in front of everyone had I made that comment to her. Respect and understanding are key. And yes, make appearances, don't be afraid to help out. Set the example. You have your own responsibilities but I can't stand when my DON will be right there, fully capable of doing as much as assisting my resident with putting on a bib and she will flag down whoever she can to do it. She drives me insane.

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Specializes in Gerontology RN-BC and FNP MSN student.

The best advice I can give you...is to get on amazon and order the book "The One Minute Manager". It is a small book with the perfect advice to dealing with people, getting things done, all the while building morale.

You basically let someone know how you feel when they do something that is working towards the ultimate goal. Like point out a positive in their behavior, introduce your goal, then how they make you feel when they DO their job, then revisit the goal. Its not necessary with every person , but the ones who are difficult, abrasive and/or simply in the "personalty conflict" group, is when you could use this technique. It is awesome and a great way to get your point across and get your goals done.

That CNA was insubordinate and most definitely would have been written up as such. Do not even tolerate it.:no:

Bottom line is care for the residents. I love what Nascar nurse wrote too!

BEST WISHES!

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Specializes in Gerontology RN-BC and FNP MSN student.
If I said that to my boss.....I would expect to be looking for another job....I am just not that rude and I don't want people working for me that are. Respect goes both ways. It also makes me think what would a C.N.A. potentially say to a resident behind closed doors if they frustrated her and that happens more frequently than me frustrating my staff.

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Great point of view!!!

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The best way to earn respect is to give it. "Thank you" goes a long way. You should descipline that CNA accoeding to your policy in the employee handbook. Show them the policy.

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