Am I 2 picky? New nurse manager hasn't met the staff after 2 months on the job!

  1. We have a new nurse manager in ou ER. She's been there almost 2 months. She's changed a schedule that was already out,;(I was ok, but other people had to re-arrange appoitments, cx out of PALS etc... a real pain!) She made a date to come in and meet people twice, she cx both times. If I saw her in the hall I wouldn't have any idea who she was. She has made comments on charts as far as qa type issues, sent memo's around about problems but still , the November holiday schedule isn't out. I don't know if I'm being picky or I need to give her a chance. Just seems odd , seems her first priority should be to meet her staff! There are quite a few nurses that are thinking of quiting because they say , it will only go down hill from here . If she's not willing to meet the staff , get concerns etc...then we must not be at the top of her priority list. I went over today to see if the schedule is out yet for Thanksgiving, the ANM said she was there ,,, but being a wee bit irritated, I don't feel I should have to hunt her down to meet her, she should come to us (at least set a time for us to come in )
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    About lauralassie

    Joined: Oct '06; Posts: 230; Likes: 14


  3. by   Marie_LPN, RN
    That IS weird.
  4. by   vamedic4

    That's par for the course at my facility. You're not alone.
  5. by   banditrn
    Does SHE have a boss? This doesn't bode well for further interdepartmental communications.
  6. by   Hoozdo
    No, you're not too picky. That is ridiculous! My current manager is also like that. Thursday is my last day..... I will not work for a manager that does not manage. The lack of communication drove me batty :angryfire
  7. by   prmenrs
    I think that is bizarre to say the very least. I've never had a boss do that. (And I've had a LOT of bosses) I, too, would let her know, including problems like the holiday schedule, etc.
  8. by   JenNJFLCA
    I'm already pressuring my boss about the December holiday schedule! :chuckle I would worry about this manager....she doesn't seem like very open manager. More like a behind-the-scenes non-people-person.
  9. by   lauralassie
    Well, I think I have come up with a solution. I was responding to a forum on MA's, what the heck are MA schools doing. When , to my surprise, I came up with an idea. I will become part of the solution rather than part of the problem. (what a novel idea, taking my own advice for a change..) I am going to try to invite her to a get together with night shift. (pot luck or some such thing) That way it is turned into a positive instead of a negative.(I hope!)
  10. by   traumaRUs
    Lauralassie - what a wonderful idea! I would think that maybe she is just too busy trying to do other things??? I would give her the benefit of the doubt!
  11. by   july4
    How did the pot-luck go?
  12. by   SmilingBluEyes
    I like the positive approach. Let us know how it went.
  13. by   lauralassie
    not well. we find her very unapproachable. she sits across from nurses she's never met , passes them in the hall way without so much as a hello or a acknowlegement that she even cares to meet us. (but she has no problem leaving the nasty notes!) So, much of the staff feels if we had a pot luck it would only be one dish, mine. Oh well it was worth a try. At least I attempted. (sorry bad spelling, too lazy to look it up)
  14. by   july4
    I am a manager who speaks to EVERYONE on the team. I've also had some bad managers myself. They taught me what NOT to to do!

    I'm thinking from the other side. I would make an effort to have the pot-luck. Tell everyone that you want a new start. Involve HR if you need to. If the staff puts forth a goodwill measure & still doesn't work, then you know you tried.

    You can think of it as if your patient wasn't doing well, you gave them all the meds & therapies you knew of. They either make it or don't. At least you knew in your heart you did right by the pt.

    It sounds as if you really care to have a good working relationship. Poor relationships on the team translate into high employee turnover & poor pt outcomes.

    I wish you the best of luck. Let me know how this turns out.