I have worked at my current position for about 5 years (charge nurse, 3-11, 34 bed medical- ortho floor). I have been a nurse for 32 years with most of those years in management at the nurse manager or director level. I left upper management by choice and was happy with that decision.
About three years ago I began to ask hospital administration to order wall suction devices for all of our rooms. We did not have enough available in our facility to provide bedside suction for each patient on aspiration precautions. I felt very strongly that this was a major safety issue and I made multiple attempts to get this situation resolved because it was a housewide problem. As this is a small hospital and it was in the red, there was no money to buy any equipment with.
As it came to pass we had a major change in upper management and the hospital made a huge turn around and for the first time in years started making money. They were able to renovate the building and buy new beds and other new, badly needed equipment. But still, no suction devices. Again, I asked over and over what the status was of this suction situation. "They are coming" is what I was told over and over.
The CEO of our hospital is a very nice man and he and we got off to a good start with each other from the day he came to our hospital. He has a very open door policy and he is a hands on kind of guy. So, I sent a very nice email to him with a copy to my manager. I expressed my gratitude for the new beds etc and ended my email with a very short request to know what might be the status of the suction device order and when we could expect to get them. He sent my email to the person that was to have taken care of this asking why it had not been done. The next thing I knew, I was called into the director of nursing's office (she is new and I had never laid eyes on her. I am older than her and have been a nurse longer than she has). My manager was there and they began the documentation process to explain to me that I went around the chain of command and they were embarassed and I was not to do this again. Sign here. I was mortified. I could not believe it. After trying to do someting to maintain PATIENT SAFETY this is the thanks I get. I was so hurt, I could not stop myself...... I started crying. I am 55 years old and there I am with these two people who do not, with their combined years of nursing experience, have the years that I have, telling me that if I do this again, they are going to fire me.
The new director will now allow you to speak about a problem. She cuts you off. When you bring up an idea, she shoots you down. In meetings, no matter what anyone says, they are made to feel stupid. I have never had anyone made me feel this bad in a long time and am so angry about this that I just don't know what do to. What do you guys think?
When I was a manager I had one employee go over my head one time. But I did not write her up. I sat with her and asked her what was going on that she felt she could not come to me any more. What had become of our relationship that she felt she could no longer talk to me.
At this point I am afraid to report or say anything. Any advice or feedback would really be appreciated. Thanks everyone.
Specializes in M/S, MICU, CVICU, SICU, ER, Trauma, NICU.
And never, ever, ever, ever, ever
LET THEM SEE YOU CRY.
NEVER.
Be professional at all times, and hold it together until you are alone, and always be prepared with a retort (a PROFESSIONAL ONE) should they try to put the problem/blame on your shoulders.
Be on the offense at all times, for whatever they may bring down on you and KNOW YOUR POLICIES and HR protocols.
Showing them ANY signs of weakness means they have something to hold over you.
If management has warned you, you're best bet is to dust off your resume. You have stepped on some toes and they will be watching what you do and say from now on. I speak from experience. I am truely sorry this happened to you but you need to decide how to leave...on your terms or theirs. Best of luck
I have to say that you really should have followed the chain of command there.
I'm sorry this has happened to you, but in my humble opinion, you did not follow the correct chain of command.
Maybe you mean well but you didn't follow the chain of command.
This isn't the freaking military, guys.
This clearly was an ongoing issue for years and she decided to, as an employee for the hospital, voice her frustrations to the person most directly capable of seeking out a resolution.
Chains of command are all well and good except for when they are impotent, after all.
So let's please drop the "know your role" and "stay in your place" junk and face the reality that she is working for an unsafe (no suction in an acute care facility?) and unproductive work environment and it's clearly a cultural issue with this facility that isn't bound to change soon.
This clearly was an ongoing issue for years and she decided to, as an employee for the hospital, voice her frustrations to the person most directly capable of seeking out a resolution.
Chains of command are all well and good except for when they are impotent, after all.
So let's please drop the "know your role" and "stay in your place" junk and face the reality that she is working for an unsafe (no suction in an acute care facility?) and unproductive work environment and it's clearly a cultural issue with this facility that isn't bound to change soon.
i also think that part of it is the "well, this cant happen to me" thought process.....you know, if i dont do this/that/whatever......it wont happen to me.
This clearly was an ongoing issue for years and she decided to, as an employee for the hospital, voice her frustrations to the person most directly capable of seeking out a resolution.
Chains of command are all well and good except for when they are impotent, after all.
So let's please drop the "know your role" and "stay in your place" junk and face the reality that she is working for an unsafe (no suction in an acute care facility?) and unproductive work environment and it's clearly a cultural issue with this facility that isn't bound to change soon.
i so disagree, here.
chains of command are very much alive, and utilized in most places.
the op went to whom, she thought who would be receptive to her concerns.
when the ceo responded, he likely used the 'proper' chain of command, by corresponding w/the cno...
who threw a fit because she had no idea what was going on.
as for me, if the cno shoots your ideas/concerns down, i would go to the next in command...
with a cc to the cno.
in your written concern, i would also (diplomatically) explain why you are going to the next in command.
i am not convinced that the current culture is as "impotent" as the former one...
esp with a new ceo on board, who has invested in the hospital.
if he has an open door policy, it would think he expects that of all mgrs.
You said it yourself.....it's not bound to change soon. If you are unhappy with an employer, no one is forcing you to work for them. You cannot change the world. And while you may be really really concerned, you can only do so much.
This isn't the freaking military, guys.
This clearly was an ongoing issue for years and she decided to, as an employee for the hospital, voice her frustrations to the person most directly capable of seeking out a resolution.
Chains of command are all well and good except for when they are impotent, after all.
So let's please drop the "know your role" and "stay in your place" junk and face the reality that she is working for an unsafe (no suction in an acute care facility?) and unproductive work environment and it's clearly a cultural issue with this facility that isn't bound to change soon.
Diane227, regardless of whether you followed the appropriate chain of command or not, the most pressing issue here is that there's a clear failure to communicate with your DON. You're an experienced nurse and know what it's like to be in a management role, so while maybe you did inadvertently step on a few toes in your actions, you didn't do it on purpose or to keep someone vital out of the loop. IMHO, the DON likely sees you as a threat to her authority---whether that is true or not is moot. You are older and have more years of experience. She overreacted by writing you up because a verbal reminder to bring nursing-related concerns to her would have been sufficient.
Because you are older and more experienced, your DON perceives you as a threat rather than an asset. Otherwise she would have not been so heavy-handed in addressing this issue with you. Honestly, I think the DON is going to give you a hassle for the rest of the time the two of you are there and your manager is going to fall in step because she doesn't want to be seen as being subversive or disrespectful to her authority.
There may also be an issue in that, because of your experience and age, you are too expensive as an employee and they are going to try whatever they can to get you to leave so they can hire someone who will cost them less. Of course they won't tell you it's because of age because then you could sue them for discrimination.
The thing is, a staff nurse or a charge nurse or even a manager cannot win in a power struggle with the DON. Moreover, do you really want to continue working in a facility in which the rank and file are disrespected by management? Frankly, you would be wise to dust off the resume and start a casual search for something better.
this clearly was an ongoing issue for years and she decided to, as an employee for the hospital, voice her frustrations to the person most directly capable of seeking out a resolution.
chains of command are all well and good except for when they are impotent, after all.
so let's please drop the "know your role" and "stay in your place" junk and face the reality that she is working for an unsafe (no suction in an acute care facility?) and unproductive work environment and it's clearly a cultural issue with this facility that isn't bound to change soon.
everyone is entitled to their opinion, and i expressed mine. unless you own the medical center, there certainly is a chain of command. yes, just like in the military. this is the real world, it may not be fair, but it is what it is. she has the option to seek employment elsewhere if she is not happy with the facility.
I wouldn't have signed it as I disagree with it. Too many sign when they shouldn't. I also would have made the CEO aware that I was written up for contacting him. I don't think he would have taken kindly to it. I really would have. Many will disagree.
Because you are older and more experienced, your DON perceives you as a threat rather than an asset. Otherwise she would have not been so heavy-handed in addressing this issue with you. Honestly, I think the DON is going to give you a hassle for the rest of the time the two of you are there and your manager is going to fall in step because she doesn't want to be seen as being subversive or disrespectful to her authority.
There may also be an issue in that, because of your experience and age, you are too expensive as an employee and they are going to try whatever they can to get you to leave so they can hire someone who will cost them less. Of course they won't tell you it's because of age because then you could sue them for discrimination.
The thing is, a staff nurse or a charge nurse or even a manager cannot win in a power struggle with the DON. Moreover, do you really want to continue working in a facility in which the rank and file are disrespected by management? Frankly, you would be wise to dust off the resume and start a casual search for something better.
I would definitely start that casual search. People with lots of years on the job or on their resume need to lie low at all times to keep out of the line of fire. There is always a target on the back of anyone that might be around the corner from a retirement benefits check. Let the young people who have less to lose come up with the good ideas in the future. It is not worth your job or your retirement.
The only thing I see wrong is that you were unprepared to take your medicine for going over your bosses head.
I spent a lot of time in middle management and there were times I made purposeful decisions to go around, over, or through my boss(es). Sometimes I told them about it, sometimes I didn't. Sometimes they had my permanent sole imprints on their foreheads.
But I always tried to be aware of the risks, benefits, or repercussions for my actions.
In your case, you need to remember that if you are going to do that, you have to take the consequences from those useless Peter principle neo-maxi zoom dweebies. Did they react unfairly? Maybe, but you already knew they are incompetent, did you think they would do anything different? Remember that you made the decision to outflank them (and you succeeded!) so you have no need to get upset over it. A simple, "I apologize and I will strive to effectively utilize proper channels going forward" will do.
(They love those moronic corporate buzzwords - use them to your advantage!)
Incidentally, those middle management drones had better have learned that you are a person who gets things done and has the confidence of someone high over their heads. Next time you send something up the flagpole, they might strongly consider saluting.
Never cry in front of them again. Never cry about them. Do your job the best you can and your performance will speak for itself. Use that "Break glass in case of CEO" box only when necessary and to your best advantage.
Read some Dilbert books and comics, your bosses are main characters. They helped me a lot.
Good luck. Moronic middle management is as American as apple pie and it ain't going away
PostOpPrincess, BSN, RN
2,211 Posts
And never, ever, ever, ever, ever
LET THEM SEE YOU CRY.
NEVER.
Be professional at all times, and hold it together until you are alone, and always be prepared with a retort (a PROFESSIONAL ONE) should they try to put the problem/blame on your shoulders.
Be on the offense at all times, for whatever they may bring down on you and KNOW YOUR POLICIES and HR protocols.
Showing them ANY signs of weakness means they have something to hold over you.