Is it a good idea to write up another nurse or unit staff member who acts hostile?

[Naturally Brilliant, BSN, RN]

On the unit I work in, there's a certain night shift charge nurse (whom I rarely interact with, since we work different days) that some new nurses find a bit intimidating. I, a CNA, personally can't stand her since I find her arrogant and loud, but nonetheless we get along fine professionally and only speak to each other when we have to (i.e., work-related matters).

Anyway, many months ago, I recall her yelling at me because I hadn't yet printed out chart labels for a patient that had just come in. She works nights, and I had just come in for my day shift, so I was barely even aware of this patient's presence. I instantly felt angry in response, but I recall that my day shift charge nurse really alleviated my displeasure by politely asking me if I could print the labels out. Of course, I did so.

The anecdote's not really a big deal, and nothing of course happened as a result of that. But I think back to it and can't help but wonder whether overt signs of hostility and discourtesy would be grounds for reporting such behavior to the clinical manager.

Our hospital system would certainly label this as 'inappropriate behavior' (e.g., yelling), and thankfully the extreme majority of time staff members are courteous and respectful of each other. But once in a while, I've noticed that an NP, for instance, will query a floor nurse with an accusatory tone why the fluids hadn't been started yet since the NP had written the orders 2 hours ago!

So long story short... When do you draw a line between permissible anger in the workplace and when hostility should be immediately reported to the boss via a writeup?

[utadahikaru]

NO. MYOB.

[caliotter3]

Any time you report a co-worker for anything, however justified, you are placing yourself in jeopardy. Patient safety, reportable occurrences, such as witnessed abuse, aside, almost no behavior is worth getting yourself over a barrel. Better to keep your attention to your own duties and leave co-worker supervision to those who get paid for that work activity.

[MatrixRn]

Was her yelling inappropriate, yes. If she does it again, let her know that you would appreciated being treated in a respectful manner. You must first try to solve the problem on your own before telling on her. That is the grown up thing to do.

No need to make enemies if you do not have to.

Just an fyi, if you do need to tell on her, you might find that the NM would think long and hard before reprimanding a night nurse, in a very serious way, they are a coveted commodity.

[Pangea Reunited, ASN, RN]

These types of complaints are a matter of perspective and would only come across as petty. I would never report anything like what you are describing.

My strategy is to ignore the occasional catty remark or raised voice. I don't react to it, and I allow the relationship to continue as it did before. It takes more energy to hold a grudge than it does to ignore the offense, and I consider it an investment in my sanity.

Beyond that, I've noticed that the "nicest" people can sometimes be the meanest. It's a good idea to pay attention to a person's actions along with their tone or attitude. There are people who seem "mean" and crabby, but will support and defend you when you're down when they see that you're worth it.

[joanna73, BSN, RN]

What comes around goes around. It's never a good idea to write another colleague up, especially without talking with that person directly. Often, your perceptions can be cleared up through honest communication. Writing people up just contributes to a hostile work environment.

[singlemom68]

I somehow agree and disagree on some of the comments here. The reality is we do not always get along with most of the people we work with, whether professional or personal level. However, at work, we are supposed to act accordingly and the use of verbal aggression does not always convey a good message. Yelling to another co-worker for as simple as not printing the labels was uncalled for. I do not condone any form of aggression and I surely do not want anyone to experience it.

Do I tell on the person?

Maybe.

BUT, I will try to speak with her first (like an adult). If unsuccessful, then I will surely go to the next level. Hello, this is why we have Bill 168. Not reporting this inappropriate behaviour only allows the person to repeat it, because he or she thinks it's "ok" regardless of how he or she is having a bad day at work or at home. It surely NOT allowed to yell at someone even if he or she is on the management or supervisory position. It does not resolve an issue. Period!

I have been in the same situation a year ago. I am in the management position and one RN was not happy the way I do my job. In short, she created a hostile environment not just for me but for all others in the same office. I tried to resolve it but to no avail. I discussed the issue with her Union Rep and sought advice prior to taking it to the next level. When I mentioned Bill 168 to her union rep, she agreed with me. Unfortunately, this RN did or does not get along with many staff and no one has the guts to stay anything.

This is a classic example of workplace bullying. If no one will stop it, when it will stop?

[klone, MSN, RN]

Before going up the chain of command, I like to try to address conflicts with the person directly first.

[Ruby Vee, BSN]

It's always a bad idea to write someone up or report them without having discussed the issue with them first. I know it's often difficult to discuss things with someone you consider hostile, but it's the adult thing to do.

[ProgressiveActivist, BSN, RN]

Privately I would say

"woman you need to learn some manners."

Depending on ugly her behavior was.

all this over a sheet of stickers?

Boy she's making a lot friends there.

however I would suggest you focus on something else and let ms miserable be miserable by herself.

[jadelpn, LPN, EMT-B]

The situation that you described, OP, was "handled" by your day charge. She "re-delegated" but in a more respectful tone.

Because the nurse in question is nasty to the night shift is not acceptable behavior, but has nothing to do with you. You do point out that your interactions with her, aside from the label incident have been respectful since. And perhaps because your day charge modeled the appropriate way you should be asked to do something that day.

Yes, as a team we often get caught up in the stories of mistreatment. However, because it doesn't affect you, I would be very hesitant to report something that occured months ago, was handled by the charge, and has not occured again, just because.

If it does occur again, then by all means go to your charge nurse and state that the nurse in question is yelling orders at you. The Joint Commission is all over workplace harmony, and policies in place to prevent hostile work environments. If your facility has a workplace violence policy, then read it and follow the steps. Or you could suggest that those who are being harrassed by this nurse do that. If you are a union facility, suggest that the offended parties seek help from the union.

[toomuchbaloney]

Is this a pattern of hostility?

Is it endangering the care or outcomes of the patients?

Is it creating a hostile work environment for you?

Or are you perseverating on a single incident that made you feel uncomfortable?