I hesitate to submit this issue, as I know that most Techs, Aides, and HUCS are dedicated and professional, and that I could NOT do my job without these coworkers. Therein lies the problem. On the Critical Care Unit where I work we have many professionals in these positions who are wonderful, hardworking, thoughtful, empathetic and professional. Most of them are. We also have two who have driven me to distraction the last 10 years, and I no longer know how to cope with them.
These two HUCS are long-time employees of my institution (not as long as I have been employed here, but close.) Both are friendly with management, and have frankly gotten away with murder for most of their employment. Neither one actually comes to work to do their jobs. Both appear to work primarily to bolster their social lives. Both are "talkers", which is fine if it doesn't interfere with one's ability to perform their assigned tasks. Unfortunately, both have discovered that they are above reproach (apparently) and are able to do whatever they wish, or nothing at all, and no one will challenge their performance.
One is a mid-50s lady who has been divorced for a long time and has been searching (for a long time) for a man. Any man. Doctors preferred. When a physician, or some other man, is present on the pod, she is unwilling or unable to perform any of her work tasks. She moves her chair up close to said gentleman, and embarks on an embarrassing attempt to throw herself at whatever male is present. If requested to do her tasks, (i.e.: glucose checks, retrieve blood from the blood bank, print out order sets, etc. ), she looks at whichever nurse made the request, but never drops a beat in her intimate conversations with the physicians, whom she always addresses by their first names. It seems some of them have been embarrassed by her antics, while others seem to find it quite flattering. HUCs are responsible for blood sugar testing on our Unit, and when asked (at 0830) "Did you get the 8 AM gluc?", if she responds at all, we are lucky if she can be moved from her chair to do the glucose check by 9 AM. I certainly don't mind doing my own gluc checks, but when I'm giving blood and titrating vasoactive drips, all the while preparing an unstable patient for O.R., I just can't be everywhere at once.
Today I asked her to go to the waiting room to bring in a family of a man who was dying, but she could not be bothered. She did not move from her chair. (She was busy throwing herself at the physician at the next computer.) When confronted with the lack of response, she stated "I looked, but they weren't there." This was a blatant lie, as I had found the family waiting by the door in tears hoping to see their father/husband before he died.
This particular HUC, and another one as well, appear to have "special dispensation" from our Unit Directors. Any complaint about their unprofessionalism, or the fact that they just do not do their jobs, is turned back on the RN with "Well, sometimes you just need to do those tasks yourself. She/He "is a valued member of our staff, and your expectations are unfair." Bear in mind that the other HUCs and PCTs have no difficulty performing the same tasks in a timely and efficient manner, usually without any prompting.
I am at the end of my rope! I am so tired of being angry all the time at work because I have no support to care for my patients! The truth is that I really NEED a professional to be working in the HUC capacity, because adequately performing my job depends upon having a HUC coworker who is professionally performing their job. We are a team. I NEED them to work with me to provide safe and quality patient care.
I know from experience that speaking with these particular people results in a passive-aggressive work slow-down or stoppage. I also know that speaking with my Unit manager has absolutely NO effect. I am so tired of struggling, and leaving work angry (and late) due to lack of help. I truly do not know where to go from here.
I would appreciate any constructive advice offerred.
One tactic I have had success with (although it's not the best way to make friends) is to, in a clear, calm voice so that others can witness, state "Suzie, I have asked you to do such and such. It is part of your job. Are you officially refusing to do it?" If they say yes then I immediately pull out a write-up form but usually it never gets that far because they don't want to look like a fool in front of an audience. Do this a few times and the problem usually gets solved but they won't be friendly about it.
What BSNbedone said. Document, document, document. Have concrete proof of their lack of everything for the next time you bring it up. And like has been said, move it up the chain of command. Is there anyone else willing to support your efforts for change with these two? There is strength in numbers as they say so get as many nurses and even other techs behind you and take it to leadership. I'll bet they can't ignore you then. Good luck and keep us posted.
I work in a similar environment. I need/want someone (support staff) to do a specific task at a specific time. I do not hesitate to interrupt 'social conversations' to ask the support person to perform the necessary task. Usually, the support person acknowledges my request and acts accordingly. Support personnel are often at the mercy of professional staff. They clean, stock and are expected to respond to requests by multiple staff. I will do the task myself if I know that they are busy helping others. Some professional staff are more than willing to wait for the support staff to perform the task. I am not defending the support persons who chose to defer work, but appreciate those who try to respond to multiple requests.
OP, sorry you are going through this. I've learned that getting to know your team during orientation is very important to understand each team role and where you fit in. There is nothing like having trust and support among each other. It was a learning experience.
I work in a similar environment. I need/want someone (support staff) to do a specific task at a specific time. I do not hesitate to interrupt 'social conversations' to ask the support person to perform the necessary task. Usually, the support person acknowledges my request and acts accordingly. Support personnel are often at the mercy of professional staff. They clean, stock and are expected to respond to requests by multiple staff. I will do the task myself if I know that they are busy helping others. Some professional staff are more than willing to wait for the support staff to perform the task. I am not defending the support persons who chose to defer work, but appreciate those who try to respond to multiple requests.
Exactly! Most of our support staff act in a professional manner. They are self-directed. They do their jobs without prompting and see are a joy to work with.
Ick, gross behavior. I second the sexual harassment complaint idea, specifically in that it is creating a hostile work environment for you, uncomfortable enough that you are struggling to do your job. If you have to play up the image of being a prude, fine. You know, and we know, that that's not the real reason, but your company doesn't need to know. Nothing lights the fire under HR like a sexual harassment complaint. I speak from experience. I work in the OR, and things can get pretty crass. I value my docs and coworkers enough not to make a stink every time I get uncomfortable -- usually I just make a joke and with a smile say "and...now I'm uncomfortable," and the conversation moves on. However, I successfully used the sexual harassment card to get out of ever having to work again with a surgeon who truly crossed the line every day, in every case. HR bent over backwards, at the snap of my fingers, to avoid a harassment suit. If you get moved to a less desirable shift or unit as a result of your complaint, that constitutes retaliation, from which you are legally protected. Document document document your evidence. Hopefully your flirty secretary is indiscreet enough to say something inappropriate, in which case you'll be all over it. Good luck!
Specializes in Psychiatry, Community, Nurse Manager, hospice.
I agree with those who have suggested to write up and go up the chain of command. When you write her up, leave out the bit about throwing herself at doctors. Be really short and to the point. A list is fine. 1. I asked her to do X. 2. She told me she did X. 3. I checked, and X was not done. 4. I asked why X was not done, she did not answer my question and walked away. Learn to take out the extraneous information, and you have a better chance of really being heard. Better to hand in 10 half page write ups then three 4 page write ups.
Annoying character flaws are one thing, this is something else! We all have to get along to work together, but when patient care is involved, the severity rises to a whole new level. A critical care unit does not and should not offer the opportunity for this outrageous behavior. I may think differently if you were talking about an outpatient practice or different setting. It is beyond inappropriate and the relational dynamics may be enabling this to continue. Our hospital has a "see something, say something", which is an anonymous reporting method. It is obvious that you have tried to rectify this through appropriate channels, now it is time to go a step further. I may reach out to patient care services or your hospital ethics committee. It certainly is a good learning/training opportunity for your fellow co-workers. So glad you shared!
I just want to say that I'm sorry you have to put up with such unprofessional behavior. Are these unit clerks related to someone in a high position? A nurse manager at one dysfunctional facility where I once worked shared with me his frustration at having a lazy, gossipy unit clerk. This clerk would blatantly sit at the computer and plan her upcoming wedding while MD's orders piled up, phones rang off the hooks, and unit supplies went unordered. Ultimately, the nurse manager asked the DON if she wanted him to give the unit clerk an honest performance evaluation, which would have been an unfavorable evaluation. The DON advised the unit manager to "save trouble" and "not cause any problems" and just give the unit clerk a good evaluation. Why? The lazy unit clerk happened to be the sister of the assistant DON. Both had worked in the facility for more than 10 years, and the clerk knew that she was above reproach because of her sister's status as assistant ADON. That nurse manager would soon move on to another job when he realized that he couldn't effectively manage his unit.
Specializes in Specializes in L/D, newborn, GYN, LTC, Dialysis.
IF this is tolerated and has been by management, good luck. You are in a toxic environment. I would bring it to their attention but if they are disinclined to fix it, you are going to be the one with the problem. In such a case you will need to move on.
Try the suggestions above. If nothing changes, move on and get out.
.thumb.jpg.e7b5bd336d518053002d5b4dbeef882b.jpg){kind=small}
ItsThatJenGirl, CNA
1,978 Posts
I'd probably refuse to work with her (them) and look for another job. While documenting everything.