Manager Problems

Whispera, MSN, RN · Aug 17, 2009

How are you targeted?

I see you're in your first year of nursing. It could be you haven't become part of the clique yet. That takes time. Before you got there, the people who worked there had developed relationships, and you're new. Is there someone you can talk to at work about this, who would be able to give you insight into how things work? The person who oriented you? Every unit has its politics, pecking order, and cliques. It takes awhile to see them though, and learn how to work with them. I'm hopeful that things can work out for you in time. Don't give up. Figure out who can help you work through things.

Lacie, BSN, RN · Aug 17, 2009

How are you targeted?
I see you're in your first year of nursing. It could be you haven't become part of the clique yet. That takes time. Before you got there, the people who worked there had developed relationships, and you're new. Is there someone you can talk to at work about this, who would be able to give you insight into how things work? The person who oriented you? Every unit has its politics, pecking order, and cliques. It takes awhile to see them though, and learn how to work with them. I'm hopeful that things can work out for you in time. Don't give up. Figure out who can help you work through things.

Hang in there as it does take time. I'm not saying the manager's behavior is right but keep in mind that you cant "change" people's behavior. I have left jobs because of this very reason, once I realized that because I didnt like or approve of the managements personality, behavior or how she handled things she was not going to change. It came down to either sitting back and letting it continue or move on. I chose to move on. Too many though it's not an option in todays economy as jobs are not as plentiful as they used to be. I read a great book by Eckhart Tolle "A new earth, Awakening to your life's purpose" which really helped me understand not only others behavior but my own.

Pediatric Critical Care Columnist · Aug 17, 2009

We have manager problems similar to the OP; rather than deal with problems as the arise and address issues to the person they originate with, we all get an email reminding us to do or not do something that has been a problem. One person makes a med error and all of a sudden we're ALL on remedial med administration. One person sends a kid to the ward without changing a dressing and all of a sudden NONE of us are doing routine dressing changes. Sheesh. Favoritism is rampant. Morale problems? There are no morale problems on our unit. You know why? Our manager says there aren't. Backing up her staff? Not on your life! I filed a professional responsibility complaint over staffing two years ago (it was downright dangerous, not just uncomfortable!) and I'm still paying for it. (How? I'm being given assignments far below my skill level, not being put in charge or given credit for the things I do well, not given the opportunity to develop new skills or preceptor new staff... and many other little ways.) And I've been there seven years, so I don't know that downplaying the OP's concerns because she's "new" is appropriate. But at the same time, how do we change someone else's personality? Our managers are not really management material, or they'd be doing a better job of it. And pointing out where they're letting the staff down doesn't help, because they really believe everything's just fine and those who disagree are the ones with the problem. So we have to learn to live with it, work around or through it, or move on. There really is no way to fix it.

Virgo_RN, BSN, RN · Aug 17, 2009

I would appreciate any thoughts on how to survive working for a manager that does not manage, one who plays favorites, and does not back the nursing staff. I spoke up once concerning issues with aides not performing their duties and have been targeted ever since. It is very hard to work in this type of environment. Any suggestions?

Having come from a similar work environment, the only suggestion I have is just keep your head down, do your work, and keep your nose clean!

There is one nurse still on my old unit who continued to speak out about the CNAs not performing their duties, and the nurse has been branded a troublemaker while the worst CNA who has been repeatedly written up is playing the part of the victim. I think it's only a matter of time before the nurse is let go for some imaginary infraction.

Be warned. :twocents:

Daytonite, BSN, RN · Aug 17, 2009

i was a manager. it is hard to answer you when you do not give any specifics. "aides not performing their duties and have been targeted ever since" isn't much to go on. all i can offer you is to review the principles of delegation and your facility's disciplinary policies and write up aides that are not doing their specific job duties. when you have taken the time to document the wrong doing of aides who are not doing their duties and have kept copies of that documentation then you also have proof that the manager is not doing their duty and you can go to the person who manages the manager with what you have on the manager. document what the manager is doing to you and go to their boss with your complaints about the aides as well as the manager. you first have to try working up the chain of command without results, but make sure you are following policies and procedures to the letter or you will find that you are the one that will be in the wrong.

also suggest you try using a book like

managing difficult people: a survival guide for handling any employee by marilyn pincus or working with difficult people by muriel solomon as a help to deal with these aides.

nicurn001 · Aug 17, 2009

There is one nurse still on my old unit who continued to speak out about the CNAs not performing their duties, and the nurse has been branded a troublemaker while the worst CNA who has been repeatedly written up is playing the part of the victim. I think it's only a matter of time before the nurse is let go for some imaginary infraction.
Be warned.

This is something I don't understand , why are managers prepared to lose an RN , rather than address the problem and possibly loose a CNA , sorry I know some will may offence at this , but who is the greater asset/investment to a floor an RN or a CNA ?.

Virgo_RN, BSN, RN · Aug 17, 2009

I don't know the answer to that. It does irk me to no end to think about all the shifts where I didn't have time to look up lab values or even look at the tele monitor until 3/4 of the way through my shift because I was too busy taking turns answering call lights, toileting, turning, and passing meal trays. Yes, these things are basic nursing care, and we are all a team, but when the patient codes because I didn't notice their potassium of 8, or that they were throwing ectopy, then who is to blame for that? The nurse or the CNA? Why the NM won't stand up for the nurses and continues to give validity to the CNAs' requests is beyond me.

kcochrane · Aug 17, 2009

Having come from a similar work environment, the only suggestion I have is just keep your head down, do your work, and keep your nose clean!
There is one nurse still on my old unit who continued to speak out about the CNAs not performing their duties, and the nurse has been branded a troublemaker while the worst CNA who has been repeatedly written up is playing the part of the victim. I think it's only a matter of time before the nurse is let go for some imaginary infraction.
Be warned.

You must work on my unit. :banghead: Said CNA is now a LPN and still the victim.