We can never assume a co-worker's intent. Someone "just joking" or "they didn't MEAN anything by it" is rarely a good excuse. The issue can be that information that is heard can be subjective. So it is really a double edged sword. It is hard to look at things objectively when you are a target. It takes a strong leader with zero tolerance to support a nurse's stance that they are the target of bad behavior.
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There's something to be said about being professional. That one's conduct as a nurse is appropriate. There is a tremendous amount of undue stress and drama when a co-worker is less than stellar in action or words.
To learn and apply what to do in these situations is difficult. More often than not, an earnest nurse with good intentions will transfer, or sever employment all together in response to being a target of a co-workers bad behavior.
The Joint Commission has some strong language regarding conduct. This is not limited to nurses.
So the question becomes, what to do? Is there really a way where we can all just get along?
We can never assume a co-worker's intent. Someone "just joking" or "they didn't MEAN anything by it" is rarely a good excuse. The issue can be that information that is heard can be subjective. So it is really a double edged sword. It is hard to look at things objectively when you are a target. It takes a strong leader with zero tolerance to support a nurse's stance that they are the target of bad behavior.
The Joint Commission's stance is that they are wanting to see Code of Conduct policy. Does your facility have one of these? Does your HR department support claims of unprofessional conduct?
There are a few other avenues to take if you are the target of bad behavior of co-wokers. Most parent companies have ethical hotlines that one can call or report online if your leader or HR doesn't respond appropriately to complaints of poor conduct.
Unfortunetely, we lose good nurses every day due to unsavory work conditions that can be controlled, but are not. If you are one of those nurses, make sure that in your exit interview that you are clear as to why you are leaving. It may not make a bit of difference, however, you will be heard.
There are those among us who are the ones throwing the arrows. Sometimes, if conditions are less than ideal, it can get really easy to drink the kool-aid and join the conversation. I would ask you to "just say no"! People don't usually go into the nursing profession to make mistakes. We all don't know everything all of the time, so questions are a good thing--especially when we are talking about a patient's well being. Nursing school is not easy. Therefore, one can assume that someone who has successfully passed a program and the NCLEX has intellegence on their side. There is a part of every nurse that has to have some sort of compassion.
It takes all kinds, and nursing is no exception. If you find someone's personality to be unsavory, thank your lucky stars that you only work with this person and they are not a friend (or heaven forbid family member) that you have to deal with outside of the walls of the facility. Personality not to your liking is very different than being a target of someone's actions towards you due to their personality. So never get caught up in "they are just so darn unlikeable". That is their issue, and unless they make it yours, it is their cross to bear.
Finally, be mindful of the fact that patients can and do see and hear much more than one would think. Especially when they all receive a survey in the mail asking about their stay. With lots and lots of room for comments. So in this new year, we can and should be mindful of our actions and words, to report when we are targets of bad behaviors, and to know that we should be at work to do what we came to this profession for--take care of patients.
