I gave feedback in a staff meeting, will there be repercussions?

[Nurse Beth, MSN]

You are truthful about your workplace conditions and you deserve to be heard and respected. Your 14 years of experience as a nurse give weight to your observations and recommendations. Your insights into the challenges faced by the nursing staff, particularly in comparison to newer graduates, can provide valuable perspectives for management.

Receptiveness

In a workplace that has a hierarchical structure, it is natural to feel apprehensive about the potential consequences of speaking up.

Every workplace and unit operates by its own set of unique norms and culture regarding communication and feedback.

Different workplaces and teams have distinct communication and feedback standards and cultures. Some organizations promote open conversations and value employees who express their concerns. However, some may claim to encourage feedback but do not act on it. Then, some do not support communication and feedback at all.

It is crucial to consider your workplace's culture and how your feedback aligns with it. In certain organizations, your feedback may not be valued or received well. To quote the Bible,  it could be a matter of "Don't cast your pearls before swine."

Staff Meeting

Generally, I disagree with the "bring me a list of your concerns" method in a staff meeting unless the manager is genuinely concerned and receptive. Using this method in itself may indicate a lack of managerial skills. 

As a manager, asking your staff to voice their concerns in such a manner can backfire. It can easily lead to a deluge of complaints that stem from deep-seated frustration, all within a limited timeframe of 1-2 hours tops with a large group of staff. It's not conducive to problem-solving.

This leaves the manager in a difficult position. They may be unprepared to address the issues raised and lack the authority to allocate additional financial resources or approve more PCT positions.

At worst, the manager may open a can of worms that they are unprepared to manage or feel overwhelmed by the magnitude of the problems.

Manager Responsibility

However, every manager is responsible for holding their staff accountable for their job performance. It appears that this is not happening when Patient Care Technicians (PCTs) fail to carry out their duties, and there are no consequences for them.

It is mandatory to provide breaks, but this is not happening, which could lead to legal repercussions and put the organization at risk. These serious issues indicate that the managers may be ineffective, weak, or untrained and that their superiors do not value nursing staff.

Manager

How your manager responds to your feedback depends on their level of courage and maturity, as well as how you presented yourself in the meeting. If your manager acknowledges the issues you raised and takes steps to address them, it could indicate a willingness to work collaboratively and improve conditions in the workplace.

How to address problems in a professional manner

• Always present problems from a patient POV, focusing on the well-being of both staff and patients. For example, instead of saying, "PCTs not doing their jobs," frame it as a patient safety issue, such as "Patients are at risk for pressure injury because they are not being cleaned or turned in promptly." Remember to keep the patient as the central focus in any problem-solving approach.
• Be positive. Your intentions seem positive; emphasize that your goal is to contribute to a better working environment and patient care rather than to criticize or undermine.
• Prioritize your problems and stay focused to avoid diluting them in a long list that can be easily ignored as a whole.

Offer solutions

If possible, offer to collaborate with the management team or peers to implement solutions. This demonstrates your commitment to being part of the solution and not just identifying problems. Do you have a unit shared governance? It's where members (RNs and PCTs) can collaborate to clarify roles, review job descriptions, boost morale, improve patient safety, engage staff, and more.

 Suggesting that your manager wash patients and pass medications shows a misunderstanding of the manager's role. This action will not solve the problem at hand. While managers must be willing to lend a hand when needed, patient care is not a part of their regular duties.

Moving Forward

If you're uncertain about how your feedback will be received or if there are concerns about potential backlash, consider having a one-on-one conversation with your manager to seek clarification and address any concerns. 

Moving forward, monitor the situation and observe how your feedback is received and any actions management takes in response. If you encounter any negative consequences or retaliation, consider seeking support from colleagues, HR, or professional associations.

Advocating for a positive work environment and quality patient care is fundamental to nursing practice.

Very best wishes and good luck,

Nurse Beth

[angelrn1]

first managers have a boat load of things to do on their agenda...and it helps voicing your opinion but never really got a solution...so in the er we would cover each other for breaks..as a nurse we are responsible for those aides stna etc..so I know it is a pain but when I wanted a lazy person to do something I would grab them by the hand take them in the room they did ekg and I did my RN stuff...I found pairing in with the aides was one solution to getting stuff done. some charge nurses strong leaders others not I would drag the charge nurse in on my patient care if needed and I would take it upon my self to call house supervisor just saying I have to many patients I am sinking not able to do efficient patient care and that supervisor would help....maybe not right but family are willing to help with their loved ones like sitting at bedside on a patient confused climbing out of be or helping with turning or bedbath etc.