New to facility...how do you deal with troublemakers?

Specialties LTC Directors

Published

I am about to start a job as DON at a facility I worked at previously as an LVN. I've already heard the whispers etc...there are what I would consider to be known troublemakers at this facility, constantly stirring up drama and creating dissent among the nurses. How do you deal with people who interject poison into a facility like this? Yes, I could ignore it and chalk it all up to "drama". But, in the end isn't it just adding to the problem if nothing is done about it? How can you build a team if someone like this is on staff? Advice greatly appreciated.

Specializes in Geriatrics, WCC.

Have a meeting with the staff when you first start. Let them all know upfront what your expectations are. After that, you need to start watching the staff and listening for any problems. Find out for yourself and not the rumblings of others. If you do find that there are troublemakers, nip it in the bud. Pull them into the office and discuss the issues, always document any meetings and have them sign what was discussed. This will give you a paper trail if needed for any discipline in the future.

Specializes in LTC, Hospice, Case Management.

Do not ignore!!!! You are right, it is a poison and it will be contagious. I learned long ago that letting this go unchecked ends up running off the "good staff" who getting tired of putting up with the BS.

I agree with above. Start out with a whole house meeting. Outline your goals and expectations. Always good to interject yourself into what YOU plan to do to help move the group forward (can't be all on them). I also like to happily/sweetly let on that I have no tolerance for BS/drama. Helps to set the stage.

Most will get it. Some will not. After that you need to individually pull trouble makers in on the spot as trouble arises. Write it down and have a witness to the meeting. Make it clear that further similar issues will result in progressive disciplinary action up to and including termination. Follow thru. If an individual does not improve you may have to fire them - this REALLY gets everyone else's attention that you are serious and you will follow thru. It is amazing how quickly all the other troublemakers fade into the background.

Your good staff will be thankful that you are addressing this problem. No one wants to come to work and be a target of this behavior day in and day out.

Specializes in ICU, CM, Geriatrics, Management.

Make sure they truly are trouble-makers. You may find they ones pointing the fingers are the real culprits.

Judge for yourself, then deal with it promptly... document all discipline. Follow through per your HR policy.

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