Fired for Being Aggressive

[Nurse Beth, MSN]

Dear Nurse Beth,

Aggressive or seeking collaboration? Our executive leadership was going to change the hours of all the assistant managers in the hospital to afternoons; this was a directive. The announcement was give by our director, it was not well met, and she asked for feedback later. I sent this. Director told my manager to tell me I was being aggressive.

Immediately I became very careful in choosing my words as I didn't want anything I said to be mistaken for aggressive, so I kept my answers short but respectful. Then I was wrong for not saying enough, I explained I was just being more careful with my communication. 10 days later I was let go. I don't think my letter was aggressive - just direct, and looking for collaboration. How would you interpret this letter?

Hello, I wanted to send some follow up to our discussion today in the team meeting regarding the APCM (Assistant Manager) schedule. You had said that if we had any additional feedback to let you know. I think we are all quite disappointed to have received this directive from the executive leadership. As (Magnet Chair) said in the last NDNQI meeting, XXX is a shining example of a true shared governance institution.

However, I believe this is an instance where the APCMs have been failed. No one gave us a chance to provide any input. To say that this is a directive without giving us a chance to be involved doesn’t follow the shared governance model. Moving us to 1 pm for all 4 of our shifts is going to be detrimental to our function. APCMs are the ones who manage the many audits that have to be done one a daily and weekly basis. The meetings regarding these quality measures all happen in the morning, our unit based council meets in the morning, even our surgical service line team meeting is in the morning.

In my unit the M&M and QI, and Executive committee all meet in the morning, as our surgeons are in the OR or clinic during the day. I understand that you think the information can be relayed, however today was the perfect example where had I not have been in the meeting I would not have had a direct voice. When we are the ones doing these audits we should be the ones in this meeting to relay information we have seen with our own eyes and be able to discuss trends and solutions.

This is not to mention that if we are truly to be able to function as the manager on site in place of the PCM (Unit Manager) we need to be involved directly in what’s happening. I am truly invested in working to improve care and quality all the way around. I think we have a terrific management team on the 3rd floor that all feels the same way. We are all actively involved in committees and work hard to guide our units to improve. We have taken on additional audit after audit, had to adjust our hours to accommodate a 4am meeting for a full 7 days during our week, adjusted to change after change, stepped into staffing, even though no one received a raise, and our retirement contributions were interrupted.

It is no secret that there is a large amount of turnover in this position, and I agree with what was said today, the majority of APCMs are not leaving the position to promote, but to step back down to the bedside, and it is not because they missed the bedside. As an institution we are always looking at patient satisfaction, and we are also very concerned about nurse satisfaction, however no one has stopped to really explore what is causing APCM and PCM dissatisfaction, despite the fact that we are also nurses.

I believe that you will see a large number of APCMS take different positions if this change is enacted as is. It would be such a shame to lose such a large number of great managers whose biggest ask is to allow them to be involved at the fullest capacity. We do not want to complain, we only want to work together to find a solution that works for everyone.

We had a couple of great suggestions today. -If we could work 2 shifts at 1pm and 2 earlier, we could arrange our days so that we can be present for the meetings we play a large part in. -If the 2 new APCMS that are getting hired for the 3rd floor are going to be for nights, they could serve as the management on call for the floor for the majority of the PM shifts. The same way that one of us covers the entire floor on the weekends. I am sure if we were to involve the APCM collaboration committee we could come up with some more solution suggestions. It is my hope that you will present this message to your peer group, or even suggest a meeting at which we can voice this ourselves. Thank you

Dear Careful,

I'm so sorry you lost your job. Short answer? I see your letter as heartfelt and I also see how it could have been worded differently.

Their Part

Not asking for nurses' input is so typical in nursing.

In my experience, very few leaders actually welcome constructive disagreement and dialogue. When leadership makes a poor decision they rarely want their mistakes in thinking or process pointed out. They had already made their decision to move APCMs to the afternoon shift and while there may be benefits to doing so, it feels like a total disregard for the value you bring to quality improvement through committee involvement.

It is such a leadership mistake to arbitrarily change someone's schedule.  One's schedule is one of the biggest satisfiers or dissatisfiers and moving people around like widgets is sure to create anger.

Your Part

In your letter you were logical and even suggested a solution, showing you wanted to work together. Obviously they did not want to have a dialogue.

At the same time, here's a couple missteps in your letter:

• Bringing up other dissatisfiers. Your message is diluted by other complaints, such as filling in as staff and benefit reduction. It's like fighting with your spouse and bringing up past injustices.
• Veiled threat saying that many APCMs will quit. Better to speak on behalf of yourself.

Then there's what transpired over the next 10 days, but you don't give many details. In your second paragraph you say:

"Director told my manager to tell me I was being aggressive. Immediately I became very careful in choosing my words as I didn't want anything I said to be mistaken for aggressive, so I kept my answers short but respectful. Then I was wrong for not saying enough, I explained I was just being more careful with my communication. 10 days later I was let go."  You don't give much detail about "then I was wrong for not saying enough"

Who told you you were wrong? Your manager? Was this a conversation? A verbal warning?  Could "I kept my answers short" have been interpreted as passive-aggressive and uncooperative?

You were most likely fired based on your letter and whatever communication took place in the immediate 10 days following. From their point of view, it could be that you were skating on thin ice and they were evaluating you to see if you were going to get on board with the change or not.

Don't get me wrong- I think their actions- giving a directive, asking for your input, labeling you as aggressive and then letting you go sends a negative, authoritarian message.  

The sad thing, is you can be right...and still be terminated. As you know. I hope your experience and talents are recognized in your next job.

Best wishes,

Nurse Beth

 

[Leader25, ASN, BSN, RN]

The position you have this will never work,to be fired for it is absurd,but it speaks to what you are dealing with.Big mistake to go at it alone,it was sweet and sour,they don't like that.As a matter of fact they want you to shut up and do as you are told,that is why any ANM position is a farce and totally stinks.You are either the Golden one, untouchable, lazy, self entitled, or the scapegoat, depending where they know your politics fall. Be glad you now have the opportunity to find better options.