got fired/terminated

[YesYesRN]

I was working as a new grad RN and had a wonderful experience at a magnet hospital. However after being assigned to a new preceptor everything changed. She was very moody and changes her mind very often. I watched her picking up fights with other nurses. She has a very positive relationship with the management. Another new RN from my cohort who trained under her quit the job. I was, fired/terminated with less than 6 months of experience without any warning. She disliked me and complained to my boss in a daily basis. I was a new vulnerable nurse who's concerns and issues were not taken seriously nor heard. The firing process was unprofessional and unfair.

Now, I'm extremely worried about my future. Because many job application would ask if I have ever been fired before. What should I do? Can anyone share their experience?

[BeenThere2012, ASN, RN]

Well, unless the employment was really fleeting, and especially if one worked there for a long time, you'd have to list it. And your potential employer is likely going to call.

I can't remember how long the OP worked at this place, so it may not apply to her.

So going back and reading the OP, I see she is a new RN with less than 6 months on the job. That's a tricky one...does she say she has no experience (could make her less marketable), or does she list the job and try to spin the whole thing (truthfully of course) to her advantage?

These were my same thoughts...it is a tricky situation.

[Ruby Vee, BSN]

This is one thing I wish I had done. At the beginning, there was a preceptor that I simply didn't click with. Our expectations of each other were so different that it was difficult to get through a day together. While she was very vocal with the management, I did not say much. However, this preceptor was not my only preceptor as she could not be there on all of the days I was. There was another preceptor, who came into the picture, quite a bit later and we got along very well. Unfortunately, it really was too late in my orientation to fix things. I wish I had asked for the second preceptor sooner, as maybe my outcome could have been different. What was interesting is that even though my first preceptor and I didn't work well as a preceptor-orientee team, we were just fine as coworkers, when I was with another preceptor. So, we could have actually worked well together on the same floor, if I had asked for a preceptor that more matched my learning style sooner.

I find the expectation that the preceptor should be there on the days you were there (rather than the other way around) interesting. One of my colleagues can predict with great accuracy which orientees will be successful and which won't based on her very first interaction with them over the schedule. The orientees that expect the preceptor to change her schedule to match theirs usually don't work out. The orientees who ask if they can change their schedule to stay with their preceptor -- they usually become valued colleagues.

[Ruby Vee, BSN]

There was a time that I went through hell at a job. It was complicated with many factors working against me during orientation. Some were related to me, some were misfortune, and some were just meanness of the preceptors and other staff. In the end, I had to keep being as non-reactive as possible, keep my nose down, and get to the end of the orientation and put some time under my belt. It's not easy in some situations. If you have a preceptor that is unhappy, has no conscience, and/or you are a peon who knows no one (they say it's who you know sometimes), they may take it out on you. Also, the longer you are on orientation doing the trench work, the easier it is for *some of them. I have seen people on their phone all day as preceptors- while their preceptee is working very hard.

I don't know you, and I wasn't there. I will suggest, however, that some of those preceptors who were "on their phone all day" while the orientees was working very hard were struggling with themselves not to get their hands dirty. It is very difficult to let an orientees flounder in order to teach organization or time management. Yet the more advanced orientees need that experience.

Also, I've used "Pages" and "Keynote" on my phone to put together lectures for the orientation group classes, write out evaluations on the CNAs and new nurses in my group, answer emailed requests for information and to write an article for a nursing journal. All of that while sitting somewhere close enough to the orientees to be visible and accessible should she need me, but not breathing down her neck.

[Ruby Vee, BSN]

If OP is still reading, since you knew of your preceptor complaining daily to your supervisor you might also know the nature of the complaints. I would take those issues and have a plan of how you are addressing them. Doesn't matter if you think they were valid issues, there are issues everywhere and mgmt wants to know how you cope and improve. I would describe the strides I made as well as how I have and will be working on my weaknesses. As a hiring manager I want to hear how you process, understand and problem solve. I'm savvy enough to know not all orientation programs are equal and discern the difference between someone not inherently up for the job and someone who has knowledge/experience gaps that can be filled.

In my experience as a preceptor and manager, you can have several meetings and clearly outline the issues in writing and with signatures and unsuccessful new hires will still claim no just cause and blame it on a personality conflict. Denial and inherent defensiveness are strong mechanisms. The successful employee won't fall into these poor coping patterns.

I can second this. I've had multiple meetings with an orientees where we went over strengths and weaknesses and formulated a performance plan which was signed by both of us. Subsequent weekly meetings to address the issues on the performance plan revealed no progress on the orientee's weaknesses. Even after discussing expectations and failure to meet them in depth and escalating the process toward termination, the employees still complained that they were fired because they were prettier, younger, nicer, skinnier, or more intelligent than their preceptors. I've often wondered if they ever figured it out or if they're still bouncing from job to job without any insight into their failures.

[BuckyBadgerRN, ASN, RN]

I thought that about "dudes" in his post in how to impress a bank enough that they'll give him money for toys! Very juvenile.

By your use of the word "chick" to refer to an adult woman ; I sort of get an idea of your communication style...and what went wrong in that pairing.

[riblets63]

Sorry I'm late to the party!

I had a very similar situation except I liked my preceptor! After 200 hours of orientation,with my main issue being time management, I was allowed to fly free on the floor. After about 1 month on my own, my "assignment (was) ended." No reason other than they didn't think this was a good fit for me. In that 1 month, I had one nurse, one day that gave me feedback on what I should be doing and how I should be doing it. That was the only feedback I received. The orientation paperwork was filled out for the first week only. When I asked if I was fired, they said no, just that my assignment was ended. It was truly a kick in the gut and I sympathize with your predicament.

Be honest when interviewing for future positions. You learned a lot in 6 months;make the most of it. What did you learn? What are you good at? What were mistakes you made? Don't trash them; put the onus on you. That looks like responsibility and owning your development. By all means, go to HR and check your file. You have a right to know what is in there.

It took awhile (5 months), but I am starting a position in the same hospital system at the main campus. I'm aiming for a better experience and am hitting the books again to refresh my memory on various labs, medications and complications with this new patient population. I got through this; you will,too.

We could all have a Kumbaya moment and start singing "Just what makes that little black ant, think he can move a rubber tree plant? Everyone knows that an ant can't move a rubber tree plant. But he's got high hopes..." :)

[LadyFree28, BSN, LPN, RN]

What do you mean"flamed"? I thought this was good advice.

Most people in the past disagreed with that not putting a job under three months still was lying fraudulent, blah, blah blah, and clutched their pearls...although it has worked for me I do wonder how it has worked out for others who decided to put said job...

[BeenThere2012, ASN, RN]

Most people in the past disagreed with that not putting a job under three months still was lying fraudulent, blah, blah blah, and clutched their pearls...although it has worked for me I do wonder how it has worked out for others who decided to put said job...

I think it entirely depends on the situation. I am upfront and honest. It is my personality, but Ive been naive, and there ARE times when you'd be shooting yourself in the foot for unjust reasons. I've been in a situation where I was completely falsely accused and had no recourse. I do not intend to ever list them as a previous employer....but this is not the OP's situation. She doesn't have much to list as experience. Tough situation for her...

[Gem13]

hello, I know this post is old, but I am also going through something similar.

I got let go from a previous job. A new future employer contacted me and asked what the reason was for me leaving the previous position, is it appropriate for me to state, "I dont believe I got the support I needed to be successful on the unit" as I reason to this question??