I think the charge nurse wants me out

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Hey everyone..I have been working for three years and since day one the charge nurse has had it out for me. The first day I started she made the remark to me "looks like they have hired my replacement" and has never been nice to me or offer to help me out like she does some people. Another example she will get onto me about charting at one particular computer area but my other co workers turn around and use same computer and that's okay for them. She will get onto me about taking a lunch break but will let others not take theirs. Then she did my job eval and big surprise all negative evaluation. I have tried being super nice to her reaching out offering to help her and working extra when she needs me to but only to be shot down. The manager seems to take her side in meetings but tells me something else when charge isn't around. All i want is a good working environment and a place where I can stay and feel welcome and a place to grow and be successful. Any tips or advice is welcome.

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Leave fast before she tags.younon stupid stuff. Facing same issue.

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I would make an appointment with her to re-discuss your performance evaluation. Since you have had time to reflect on the review, you would like to discuss specific ways to improve. Most performance evaluations are set up so that there's specific improvement plans. Does yours already have one? If not, ask for one. If so, ask that you meet regularly to discuss that you have hit key points in the plan. In other words, to say that "Nurse sungrl01 doesn't chart appropriately" is subjective. "Goal of charting per policy" is better. "By 1/1/14 Nurse sungrl01 will have all charting done by end of shift" is even better. These are obviously examples, but you can't improve unless you have specifics on how to.

If the charge nurse is vauge and/or declines, I would either bring this up the food chain, or to HR or to both. Also, your parent company has ethics hotlines used to report. Use statements that are not subjective--be careful. "The CN doesn't like me" is not an appropriate complaint. "The charge nurse doesn't allow me to take my lunch" is appropriate to bring up.

Be careful with subjective information. Instead of the CN's attitude and the "she lets her and not me" stuff, specifically focus on your performance evaluation's points that are untrue, vauge, and have no improvement plan. That you are not relieved for lunch. That you do not have access to a computer for charting, and when one becomes available you are told not to use it. (If this is correct, I gather you are using an available computer to get charting done, and are told that the one you use is the incorrect one to use)

If you have a Union rep, use them. If you have (and if you don't now is the time) pass this by them for guidance.

Document fully, completely, and carefully. Cover your butt. And be mindful--If CN says "you are not to use that computer" then ask the question "which one would you like me to use?"

I would also be looking at the internal job opportunities. Is there another unit you would like to move to? If so, I would start the process.

I am so sorry that this has happend to you. Makes one feel like they are going a little nuts. Start looking around to where else you might want to go. You are a nurse of three years, therefore, have some good experience.

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I would make an appointment with her to re-discuss your performance evaluation. Since you have had time to reflect on the review you would like to discuss specific ways to improve. Most performance evaluations are set up so that there's specific improvement plans. Does yours already have one? If not, ask for one. If so, ask that you meet regularly to discuss that you have hit key points in the plan. In other words, to say that "Nurse sungrl01 doesn't chart appropriately" is subjective. "Goal of charting per policy" is better. "By 1/1/14 Nurse sungrl01 will have all charting done by end of shift" is even better. These are obviously examples, but you can't improve unless you have specifics on how to. If the charge nurse is vauge and/or declines, I would either bring this up the food chain, or to HR or to both. Also, your parent company has ethics hotlines used to report. Use statements that are not subjective--be careful. "The CN doesn't like me" is not an appropriate complaint. "The charge nurse doesn't allow me to take my lunch" is appropriate to bring up. Be careful with subjective information. Instead of the CN's attitude and the "she lets her and not me" stuff, specifically focus on your performance evaluation's points that are untrue, vauge, and have no improvement plan. That you are not relieved for lunch. That you do not have access to a computer for charting, and when one becomes available you are told not to use it. (If this is correct, I gather you are using an available computer to get charting done, and are told that the one you use is the incorrect one to use) If you have a Union rep, use them. If you have malpractice insurance (and if you don't now is the time) pass this by them for guidance. Document fully, completely, and carefully. Cover your butt. And be mindful--If CN says "you are not to use that computer" then ask the question "which one would you like me to use?" I would also be looking at the internal job opportunities. Is there another unit you would like to move to? If so, I would start the process. I am so sorry that this has happend to you. Makes one feel like they are going a little nuts. Start looking around to where else you might want to go. You are a nurse of three years, therefore, have some good experience.[/quote']

The Nurse Manager mentioned meeting with me and the Charge Nurse to discuss improvement plan and she said something about not telling HR about it. I don't know why she mentioned HR but she did. I am wondering if it's all for nothing though.

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Start looking for a new job. I know that sounds drastic but don't keep all your eggs in one basket. A person who has control over your livlihood doesn't like you and tries to "mess" with you. You need to watch out for yourself, and look for another job now before they pull the rug out from under you, fire you, and you're left scrambling.

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The Nurse Manager mentioned meeting with me and the Charge Nurse to discuss improvement plan and she said something about not telling HR about it. I don't know why she mentioned HR but she did. I am wondering if it's all for nothing though.

That would make a light go off for me. You really need to discuss this with the DON then. And your union rep if you have one.

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Specializes in Peds, PICU, NICU, CICU, ICU, M/S, OHS....

Get a notebook and put it in your CAR, not your bag. Then, document, document, document. Date, time, location, and most importantly: witnesses. Include conversations, snide remarks, behaviors, etc. You'll see a pattern after a while and if **** hits the fan, so will HR or your attorney.

Do your job, keep your mouth SHUT, and just play nice until you find another job, transfer, or whatever.

Is there only one CN? What type of facility/area do you work in? Also, remember HR is not your friend. They're business type people and think in business like terms.

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That would make a light go off for me. You really need to discuss this with the DON then. And your union rep if you have one.

Hey the Nurse Manager is also the director of the dept and unfortunately no unions here. There is only one charge nurse..one thing I don't understand is when I interviewed I only met with Nurse Manager not charge nurse. If she basically runs show why didn't I interview with her. That certainly would have affected my decision to accept job.

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Without giving legal advice, per TOS, I would contact your . And the ethics hotline of your parent company. I am not sure what their goal is, however, protect yourself.

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Get a notebook and put it in your CAR not your bag. Then, document, document, document. Date, time, location, and most importantly: witnesses. Include conversations, snide remarks, behaviors, etc. You'll see a pattern after a while and if **** hits the fan, so will HR or your attorney. Do your job, keep your mouth SHUT, and just play nice until you find another job, transfer, or whatever. Is there only one CN? What type of facility/area do you work in? Also, remember HR is not your friend. They're business type people and think in business like terms.[/quote']

I work at medium size hospital and only one charge nurse who apparently has all the power.

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CN is threatened by you for some reason. Do you have a higher degree?

CN is a petty person, drunk with her "power" .She will not change.

Your only choice is to find another job. It can be a good thing, when one door closes.. and all that.

Good luck , keep us posted.

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CN is threatened by you for some reason. Do you have a higher degree? CN is a petty person, drunk with her "power" .She will not change. Your only choice is to find another job. It can be a good thing, when one door closes.. and all that. Good luck , keep us posted.

Hey yes I have a BSN and she does not. She def enjoys micro managing especially me.

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