Handling coworkers personalities?

[CEN35]

OK this is brief but to the point, there are a lot of different personalities out there. How do you handle the following, without causing inter-unit issues?

1st - the I take my time at everything, try to put off moving along, talk on the phone and do as little as possible person. We'll call them person "A".

2nd - Always tries to create friction, by changing things, and working against others (inadvertantly). No were not doing that, just leave it be, don't write on my chart. why don't you do this, and you do this etc etc etc. We will refer to this as person "B".

3rd- The person that's intimidated by everything and everybody? To the point, of sarcasm directed towards others. You know inferiority complex? We will call this person "C".

I am very intrested at seeing these responses!

Have a nice day!!!

:)

[fhassler]

I can't wait to hear some answers to this one! We have mostly "A" people on my med surg floor. And nothing seems to help me deal ....

[live4today, RN]

Well, I sure don't see myself listed in that category. Thank You Lord! :) Honestly, I do not tend to view people in those categories. I take each one as an individual and try to relate to them on their own terms because none of us are the same in our thinking, or how we receive things, or how we respond to things, and so forth. LIFE affects each one of us in different ways, and because of that truth, when we come together in an environment where personalities mesh, we only have eight to twelve hours to deal with one another's personality that particular shift. The next shift will present different circumstances that each person brings to work. I can't help you on this one CEN.........different way of viewing folks. :)

[Daytonite, BSN, RN]

As the manager I'd have each one of them in my office for a talk!

As a staff nurse I'd leave #1 alone and not offer any help or give her much of any unless the patient was in a dire situation. For #2 I would just leave her things be, I'd never write on her charts unless I absolutely had to. tell her no thank you when she suggests another way she wants you to do something and say, "no, this is the way I have to do it. Sorry if that upsets you." If you want to accomodate her, wait until later to do your charting or chart when she isn't around to harrass you. And unless I feel like having a talk with #3 about her being sarcastic to me, I'd just ignore it.

When I was on an IV Team we had to document on patient's nurses notes and sometimes we ran across nurses who got upset because we wrote on their nurses notes! I ran across a few who read me the riot act because they wanted me to leave space above my charting for them to write! I just shrugged my shoulders, said "sorry", and walked away to do my job. These people are living in their own little universes and unless someone, like a manager, steps in and sets them straight, they are not going to change for you.

[CEN35]

Cheerful doer,

I feel the same way about your post. But these descriptions fit 3 people in particular, that really grate on me at times. That's why I asked. I have ignored and tolerated it for 2 years, but lately seems to be getting to me.

So I thought I would see how others would go about it.

Thanks:)

[live4today, RN]

.............When I was on an IV Team we had to document on patient's nurses notes and sometimes we ran across nurses who got upset because we wrote on their nurses notes! I ran across a few who read me the riot act because they wanted me to leave space above my charting for them to write! I just shrugged my shoulders, said "sorry", and walked away to do my job. These people are living in their own little universes and unless someone, like a manager, steps in and sets them straight, they are not going to change for you.

Has anyone ever suggested having a separate sheet placed in the patient's chart strictly for the IV Teams to chart on? That way, it would be easier for the staff or docs or whomever needs the information to glance at for a running account on what was changed when, etc. It would also allow the nursing notes of the unit staff nurses to have a better documentation flow with their notes as well. :)

[live4today, RN]

Cheerful doer,

I feel the same way about your post. But these descriptions fit 3 people in particular, that really grate on me at times. That's why I asked. I have ignored and tolerated it for 2 years, but lately seems to be getting to me.

So I thought I would see how others would go about it.

Thanks:)

That does present a situation that warrants serious attention then, CEN. My suggestion would be to first approach in a nonthreatening manner each person individually and share with each one how their behavior/attitude affects the flow of the staff as a whole, and/or bothers you as one of their unit team members. If that approach does not resolve anything, then before you go to management about it, let each one know that since nothing was resolved between the two of you, you wanted to at least give them a heads up that management needs to be brought into the mix because their behavior simply cannot go on the way it has been for many valid professional reasons. If meeting with management does not resolve the issue, go above management to their boss, and so forth until the issues are confronted and resolved for the betterment of the unit as a whole. Hope this helps. :)

I would not report anyone's behavior without first following the above steps. But...that's just how I believe things should be done. It keeps you courteous and professional while handling "behavior" that is negative to the flow of the unit. :)