Hostile Working Environment

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Specializes in Case Management, Home Health, UM.

I'm currently Clinical Manager of a HHA which has multiple issues, including lack of structure and organization and short staffing. But the one issue that really bothers me right now is the very hostile working environment. This issue was made public during our staff meeting on Thursday, when the office manager voiced her concerns and afterwards, when a member of the clerical staff reported to me that she heard several of the nurses using the "F" word against me and the Director. She was rightfully upset, and I know I need to address this issue, but am not sure just how. I am not even sure that I want to remain with this organization...:o

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Specializes in Long Term Care.

Have you considered talking to each person individually? Sometimes all it take is a one to one with out their friends to back them up and the naysayers either come over to yourside or go packing.

I have similar situation where I work right now. I am not sure I want to stay there either. Is two weeks too soon to quit?:D

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Specializes in Case Management, Home Health, UM.
WhimsieRN said:
Have you considered talking to each person individually? Sometimes all it take is a one to one with out their friends to back them up and the naysayers either come over to yourside or go packing.

I have similar situation where I work right now. I am not sure I want to stay there either. Is two weeks too soon to quit?:D

I don't know who they are, as the person reporting the profanity did not give their names and wants to remain anonymous. Both the Administrator and Office Manager are aware of the hostile environment and addressed the issue publicly with the entire staff on Thursday. But, when you work for an administration which does not enforce their own documented policies and procedures, their speeches fall on deaf ears for the people commiting the offenses know there will be no consequences.

How much notice you are required to give depends on what is required by the organization you are working for. My employee handbook states two weeks for non-managerial staff and a month for managers. But, as I am still in my probationary period and work in an "At Will" state, I can resign at any time and without notice. Conversely, my employers can get rid of me whenever they want, too. :o

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I emphatize with you. I have similar situation. If you feel too stressed out with such environment a change of scenery would do you good. I have told admin that I don't have the time for gossips and hearsay, that I would not be called to the office to answer allegations that are not verifiable. There are lots of jobs for nurses right now that we don't have to put up with such. Another thing you can do is threathen admin to report them to labor for encouraging a hostile environment in the workplace. They should know better. If you have addressed the issue and nothing is done about it, then bring them down. In the meantime, watch your back, and know your friends. Goodluck.

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Specializes in Oncology/Haemetology/HIV.
CseMgr1 said:
I'm currently Clinical Manager of a HHA which has multiple issues, including lack of structure and organization and short staffing. But the one issue that really bothers me right now is the very hostile working environment. This issue was made public during our staff meeting on Thursday, when the office manager voiced her concerns and afterwards, when a member of the clerical staff reported to me that she heard several of the nurses using the "F" word against me and the Director. She was rightfully upset, and I know I need to address this issue, but am not sure just how. I am not even sure that I want to remain with this organization...:o

I would also have a bit of an issue with the one that reported the profanity. While this person may be honest, they may also be telling tales out of school, and be major part of the problem.

Did they say anything to those using profanity, and if not, why not? What is prompting them to report this?

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Specializes in Critical Care/long term care.

I work in a similar situation, but instead of the staff hating me they hate each other. This does not mean they do not talk about me, but it is a tough spot especially if there is no back up. I don't what you should do I am only here until something less stressful with the same hours comes along. Good Luck.

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Specializes in Peds Cardiology,Peds Neuro,Pedi ER,PICU, IV Jedi.

"When a member of the clerical staff reported to me that she heard several of the nurses using the "F" word against me and the Director."

What's important here is WHY ARE THEY USING SUCH LANGUAGE...not the fact that they actually ARE. It's par for the course when you work with adults who can freely express themselves....whether it be "appropriate" in front of others or not. Some don't like the "f" word...some hate the "b" word...either way, there's a REASON for using each one, and I agree with other posters that you need to figure out why everyone's so hostile. They're only shooting themselves in the foot.

I don't mean to sound harsh, if you perceive that then I apologize. I'm thinking that getting with the staff, either individually or in SMALL groups, you might be better able to get a handle on exactly what is going on. The same exact thing happens every few years here at my organization and it almost takes an act of Congress to get some people to see the light.

Good luck.

vamedic4

Saw a gorgeous sunset tonight

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Specializes in Flight, ER, Transport, ICU/Critical Care.

I know that it can sting to be referenced in that manner - but, does it rise to the level of "harassment" and "create a hostile work environment"?

I think it would be a tough sell. How do you stop it? I suspect there may be some other problems in your workplace. Sure, you could call 'em on it, even discipline/fire if you wanted - but, will the removal of the "f" word users solve the "problem". And if an exodus occurs - are you going to be able to get other "nurses" in? Who is going to care for the patients?

I find that morale is easier to destroy in organizations that are short staffed, with management issues and if usually doesn't take the "f" word to do it.

I think going - toe to toe - in individual "meetings" to fetter out the "f" word violators is likely to stir the pot! And then you may not be the only target - they may faction even further and put one another in the cross hairs too! :nono:

A few things that I think go a loooong way to spark morale improvement!

1. Employees need what they need to get the job done! (Enough staff, materials, empowerment and such!)

2. Employees are not just nurses, administrative professionals, ancillary support staff - they are people! A management culture that does not VALUE and RESPECT their greatest resource should expect little in return!

3. Pretty first grade stuff here - but, • Tell the truth • Say please, may I, thank you, your welcome! • Be nice • Admit when you have done something wrong/hurtful - say "I'm sorry." (But, you need to MEAN it)

4. Invest in your staff and the dividends are enormous!

When healthcare providers are happy ~ it always impacts patient care in a positive manner!

• Pay well for a job well done.

• Encourage professional development/education/certification and reward it.

• When an employee is "struggling" at work - take a look at the big picture. An EAP can save many a great employee - !

5. A "biggie" here! WALK your TALK.

When what someone is "telling" is not congruent with their actions - that tells me everything! Words are from the mouth out - actions take the real effort!

I'm not sure of your management experience, but being a good nurse may not mean that you are a good "manager".

I've seen a phenomenal nurse (or two) be "promoted" to management and all out chaos take over - add that they were not equipped from an educational/experience/temperment standpoint to be in the position they found themselves - was bad for everyone. (And then not admitting that they may be in over their heads made it sooo much worse!)

Good luck with a difficult situation.

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Specializes in Corrections, neurology, dialysis.

I would suggest taking the high road and focus more on what you can do to make the environment more positive, and less on figuring out who said what. I've never been a manager, but I've had lots of managers. I find that a manager who can shrug these things off, keep a positive attitude and works as my advocate instead of my enemy gets my undying devotion every time. I think you can accomplish more by letting the staff know you are working FOR them and not AGAINST them.

Some people have a problem with authority. There's not much you can do about that except hope that they move on. As someone else said, if you try and find out who said what they might feel backed into a corner and will turn on you.

It's a hard line to walk and I wish you the best. Meanwhile, if you feel you really cannot tolerate the atmosphere, then it might be better for you to find employment elsewhere. Still, I have faith that you can work through this and turn things around.

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I emphatize with you. I had a similar situation where rumors and hearsays are encouraged by management. I got called in to discuss a gossip! When I asked my director to have a meeting with the person tattle telling, management said No. I told them that they wasted my time and I stood up and walked out of the office. Where am I now? Working in another hospital. It is hard to change the acquired culture in the workplace.

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CseMgr1 said:

But, when you work for an administration which does not enforce their own documented policies and procedures, their speeches fall on deaf ears for the people committing the offenses know there will be no consequences. :o

If this is the case, you're in a can't win situation. You will end up leaving, either by firing, or out of frustration on your part.

To me, it would not be worth staying for either of those two likely occurances to happen. I'd be looking for the exit now.

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Agree! I always question the motives of people who want me to know what others say about me...Like I should care!?!?!?!?!?!!!! Focus on the big picture, and facts that are about issues that can be solved.

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