Hostile Working Environment

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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

Specializes in Transplant, homecare, hospice.
:nono: Totally unacceptable behavior on the part of the persons cussing at you. I can't image that happening to me. I think the first place I would start, personally, and not saying that it's right, is confronting the persons talking to me that way. I don't tolerate that at all. People know that and tend not to pick an arguement with me, because I bite back. The second thing I would do, go to my NM. I know I can trust mine. If not, then report these people annonymously. Good luck.
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Specializes in Acute, subacute and Geriatric.
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

What was the issue? Are they angry that you don't have enough staff? If they can see that you are diligent in sorting out the needs of the home the environment could change. As for the gossiping, there is very little you can do to stop it if people in management tolerate it. I agree that it's good to shrug some things off but there are issues that need addressing. If the f' word was said in the residents or clients' environment, or the complaining is affecting them, people should be spoken to. When speaking to them the client is the issue, your relationship is secondary. Supervisors are not always liked and staff are not always at the job to work. So staying client focused is your best way to convey appropriate communication within the facility.

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Lack of structure and organization, short staffing, disgruntled workers, holey policy and procedures - I think there are much bigger issues at hand than a few cuss words.

In this environment, it would be hard to take a supervisor seriously when being reprimanded for secondhand reported derogatory remarks. I am not saying that its right to namecall, etc but IMO there are much bigger fish to fry. You might just win these staff over if you start addressing those real issues. Best Wishes

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Specializes in Case Management, Home Health, UM.

Thanks for all your comments. I left that HHA at the end of July, due to lack of support from Upper Management relating to this and other issues. I inherited a mess which they had started and expected me to fix...yet when I tried, my efforts went down in a hail of bureaucratic gunfiire. I left it for them to finish what they started. I will NEVER work in Management again! :madface:

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Specializes in Acute, subacute and Geriatric.
CseMgr1 said:
Thanks for all your comments. I left that HHA at the end of July, due to lack of support from Upper Management relating to this and other issues. I inherited a mess which they had started and expected me to fix...yet when I tried, my efforts went down in a hail of bureaucratic gunfiire. I left it for them to finish what they started. I will NEVER work in Management again! :madface:

It's hard dealing with others old problems especially when the subordinates have control of the building. Good luck in your new endeavors.

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Specializes in pediatrics.
CseMgr1 said:
Thanks for all your comments. I left that HHA at the end of July, due to lack of support from Upper Management relating to this and other issues. I inherited a mess which they had started and expected me to fix...yet when I tried, my efforts went down in a hail of bureaucratic gunfiire. I left it for them to finish what they started. I will NEVER work in Management again! :madface:

I have been there. I was also fully aware of the "management bashing" that goes on outside of my earshot. I learned quickly not to take it personally. As far as I was concerned, you are welcome to "bash" all you like up to the point you begin taking it to my superior at which point you are expected to justify complaints. I was fortuante that it was only a few "vocal" staff and that my director had been in management long enough to recognize that behaivior for what it was. Doesn't sound like your Director was that supportive. I developed indiviual relationships with my staff nurses, particularly concentrating on new staff. I wanted to keep the negativity contained to the few "chronic complainers". Unforunately, that will occur with every management position you take. However, unless you are fortunate enough to manage less than 10 empoyees, you will be faced with that type of nonsense.

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CseMgr1 said:
Thanks for all your comments. I left that HHA at the end of July, due to lack of support from Upper Management relating to this and other issues. I inherited a mess which they had started and expected me to fix...yet when I tried, my efforts went down in a hail of bureaucratic gunfiire. I left it for them to finish what they started. I will NEVER work in Management again! :madface:

Glad you moved on. It sounded like an ugly mess. Smart move. :wink2:

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