I am a newer nurse manager (as you probably got from my rants on other posts) and I am at my end with my staff.
#1- The secretary sends all "medical" calls or questions to me- I gave her some guidelines on how to screen calls/people who show up and so she retaliated by not taking messages. We have other nurses there too who play that game with me.
#2- I have a constant stream of employees who just barge into my office to sit and complain about stuff all day long.
They do not have any solutions on their own and this has really hindered my productivity- basically I can't do my job. When I have tried to set boundaries, they will call on the phone or follow me around when I go out on the floor.
#3- I have people who are my staff inform me "how" I should do my job, how they know more than I do, how I am supposed to be doing X,Y,Z because they "have been there longer" but I was hired to FIX IT and they do not hold the experience or education that I do.
#4- I have no support from upper management to write up employees, follow through with disciplinary action, or to change behaviors.
When I came onboard with this job, I tried to be the "nice" boss- such as I rewarded staff with buying coffees, pizza, taking the time to recognize outstanding work, etc. I can no longer; now I am the "bad guy" who wants to fire all of them and I have even gotten threats that "they" are going to run me out because I have made changes.
I am so stressed out that I have found myself forgetting words, forgetting commitments, actually not hearing someone standing in front of me speaking, and generally having no sense of humor or interest in life anymore.
Anyone have suggestions? I am open- and believe me I have tried to go elsewhere but it isn't that easy where I live.
Specializes in Certified Med/Surg tele, and other stuff.
Boy, I feel for you. I'm in a charge position in a place that recently began having structure with a new manager and also having charge nurses. It's been hell. It's the same scenario at our hospital. The attitude with a select ringleaders is very toxic.
Since we three charge nurses are having some of the issues you are, he is sending us to an assertiveness class for women. My co worker and I need a more constructive way to deal with people instead of wanting to choke them. Can't have violence in the workplace.
An excellent book and the first thing I thought of when I read your post is a quick read called "The One Minute Manager Meets The Monkey." These people are giving you monkeys which is making them the managers and you the staff person and then they lose respect for you, when YOU aren't fixing THEIR problems. Find it on Amazon for 7 bucks or so. You can read it in a weekend. I loved it and it's helped me with all the nursing drama I find myself in at work. You changing your behavior will eventually change theirs.
Complete Unknown had some good responses. If you really want to be in management, stick with it. If you are seeing that management is not for you, get out as quickly as you can. It will take years off your life. There are people that just eat the stress and multi-multi-multi tasking up with a spoon and are amazing at knowing how to direct employees to work out differences amongst themselves while having no problems laying down the law and being extremely impartial while doing so.....I wasn't one of them, and my short stint in a managerial role about killed me; I vowed to never, ever take any similar position again. I love treating and helping the patient directly... not dealing with the soap-opera drama that is hospital management. What you are describing is middle management epitomized. If that drives you and you want to become a great middle manager, there are some great ideas on here, but if not, I agree with most and again say...BAIL OUT!
I have just stepped down as an assistant nurse managers position with the same problems as yours. The only difference is, after being in labor and delivery for 11 plus years, I was told I could not work in L&D as a PRN nurse because I stepped down. How is this ethical? I have NEVER been written up, never late, in all of my years as a nurse, I think I called out sick maybe 4 times. I don't know what to do...I feel your pain.
You sound like you're in the same situation as my UM. Trying to be the "good guy" in a management position is a pipe dream; all you get is poorly disciplined, spoiled, whinging staff who walk all over you as if you're a cheap doormat.
As has been mentioned, you need to set boundaries. If you don't yet have "green area" meetings, I suggest you start. At the first meeting, inform staff that any issues they have must be raised at these meetings, and if they need to see you regarding personal problems, they must request a set time to come to your office. No-one is to enter your office at all unless such arrangements have been made. Ensure that you hold such meetings at least once a week, and structure them with an agenda and a designated person to keep minutes. Do not allow any staff member to approach you with moans and groans outside these meetings; the moment they try, stop them right there and then and tell them to make a note of it so that it can be put on the agenda for the next meeting, and that you will require ideas for solutions along with the moans and groans.
If you don't yet have a designated second-in-charge, I suggest you set about interviewing suitable senior staff members for the post. Such a person must be able to attend to your duties when you are not there, and must be able to address day-to-day departmental issues. Make sure it's someone you can trust.
I agree with Alaine's suggestions, especially as regards getting rid of ringleaders; these are terribly destructive people who will undermine your authority at every opportunity, and the best solution is to get rid of them. Also, your facility must have a disciplinary procedure, and I would start "writing people up" as a prelude to formal disciplinary inquiries. This applies equally to your passive-aggressive secretary; either she shapes up or she ships out.
If your staff insist on behaving like children, inform them that they will be treated as such. You can't buy popularity, and managers don't need to be popular anyway. They need to be firm and efficient. If you allow your staff to stand on your head, you will end up being driven into the ground. Don't let them do it!
Thank you all for so many sensible responses- I have been reading them all and I am grateful for the advice and support. :heartbeat I am taking all the wisdom to heart- I may have to print them out since there are so many good ideas.
I really enjoy being a patient advocate- in my position now I am able to implement safety measures with patients (LTC) so that makes life better. I know that I may have to walk away but I really don't want to walk from my patients- I know it will go back to the way it was before I was hired and I can't do that to those people.
I do have to mention that I will work on the suggestion not to smoke at work. I tell you- I have noticed this last week several employees coming to me and making statements like "oh, you must be so stressed out- you need a smoke". I don't take these comments as helpful- they are said in a manner that indicates to me that they are all keeping tabs on how far they have pushed me for the day. If I take away the visible marker of smoking it will make them have to try harder LOL.
It sounds like you haven't found the right balance in your job yet. Have you been a successful manager before? You must set boundaries, and you must enforce boundaries. If you make a rule that no one follows, and you do nothing, then nothing is what will happen. Rules must be carefully considered, then strictly enforced. If you can't enforce a rule, then you probably shouldn't have made it in the first place. As far as rewards, staff know when they are being "bought" versus rewarded. You have picked one of the hardest jobs to do. You must find a way that works. Don't exclude firing one or two instigators or poor performers. Changing a unit culture is a daunting task, good luck.
Specializes in Med Surge, Tele, Oncology, Wound Care.
What is it that the staff complains about? Have them form a committee to develop a plan for change within their practice with your support.
We wanted the CNA staff to give better reporting to eachother. So we got together and formed a sheet that they can use for reports, with their input. It got to the point where we all complained how so and so didn't check blood sugars because the prior shift didn't "tell them." Since this new report sheet was developed this problem is no longer an issue.
Your staff comes in to have a tattle session, have them do something about it. You are there to facilitate a way to problem solve, not to solve all problems with staff.
i am a newer nurse manager (as you probably got from my rants on other posts) and i am at my end with my staff.
#1- the secretary sends all "medical" calls or questions to me- i gave her some guidelines on how to screen calls/people who show up and so she retaliated by not taking messages. we have other nurses there too who play that game with me.
voicemail. screen your calls and return the truly pressing ones immediately. delegate the others. once the secretary realizes that she's not having her intended effect of ruining your day, she'll quit sending you calls.
#2- i have a constant stream of employees who just barge into my office to sit and complain about stuff all day long.
they do not have any solutions on their own and this has really hindered my productivity- basically i can't do my job. when i have tried to set boundaries, they will call on the phone or follow me around when i go out on the floor.
office hours. set an hourlong session 3 times per week when staff may make appointments or drop in to discuss non-urgent issues. limit their time to 10 minutes by very conspicuously setting a timer or turning an hourglass when they arrive. if time runs out, hey can come back another day. again, when they see that they're not having the effect of ruining your schedule, they'll quit wasting your time (and theirs.)
#3- i have people who are my staff inform me "how" i should do my job, how they know more than i do, how i am supposed to be doing x,y,z because they "have been there longer" but i was hired to fix it and they do not hold the experience or education that i do.
see #2. if they have suggestions (which may or may not be valid), they can make an appointment to discuss them. if you hear something truly worthwhile, work with that employee to enact it. that will empower the positive and helpful staff members to effect change, which will be rewarding for them and for you.
#4- i have no support from upper management to write up employees, follow through with disciplinary action, or to change behaviors.
anyone have suggestions? i am open- and believe me i have tried to go elsewhere but it isn't that easy where i live.
this is the toughest one, because it is out of your hands. if your supervisors refuse to grant you authority equal to your responsibility, then you might as well tender your resignation. i suggest discussing it in so many words with your superiors. do they really want to deal with your unit directly? or are they going to empower you to do your job? they must choose. i resigned from my last nursing management position for precisely this reason, and have no regrets. if you decide to work with them, i would suggest requiring weekly meetings with your superiors to discuss unit issues and to apprise them of situations that you plan to address on your unit in the coming week. that way, you'll know beforehand whether or not you will receive support and backing.
Just an update- I have quit. I have had NO support and every idea or plan I have came up with has been shot down. I cannot deal with my name on the line but no authority to enforce anything. After this experience I am NOT going to be in management again.
I am going to take some time to find myself again and hopefully restore my faith in nursing-at this point I have no desire to return to the field- I am beyond burnt.
Sorry it didn't work out shouldabeenabarista, but I'm glad you made the decision to leave if it was like that. No job is worth your sanity, peace of mind or health.
Maybe you'll give management another try one day - I tend to work both on the floor and doing some management type things too because I have a love hate relationship with with both of them! I had a very stressful management job several years ago and I swear it almost killed me. I eventually left and found a job working on the floor which was great for a while but then..... I started to miss the ability to make changes and improve things. So that's why I do a bit of both or go between one and the other.
Anyway, just wanted to say I know that shattered feeling and I hope you start to feel a bit better soon. Wishing you all the best. Keep in touch on here and let us know how you're doing!
I am a newer nurse manager (as you probably got from my rants on other posts) and I am at my end with my staff.
When I came onboard with this job, I tried to be the "nice" boss- such as I rewarded staff with buying coffees, pizza, taking the time to recognize outstanding work, etc. I can no longer; now I am the "bad guy" who wants to fire all of them and I have even gotten threats that "they" are going to run me out because I have made changes.
tokmom, BSN, RN
4,568 Posts
Boy, I feel for you. I'm in a charge position in a place that recently began having structure with a new manager and also having charge nurses. It's been hell. It's the same scenario at our hospital. The attitude with a select ringleaders is very toxic.
Since we three charge nurses are having some of the issues you are, he is sending us to an assertiveness class for women. My co worker and I need a more constructive way to deal with people instead of wanting to choke them.
Can't have violence in the workplace.
An excellent book and the first thing I thought of when I read your post is a quick read called "The One Minute Manager Meets The Monkey." These people are giving you monkeys which is making them the managers and you the staff person and then they lose respect for you, when YOU aren't fixing THEIR problems. Find it on Amazon for 7 bucks or so. You can read it in a weekend. I loved it and it's helped me with all the nursing drama I find myself in at work. You changing your behavior will eventually change theirs.
Good luck and keep us posted.