Recently, I have been called into the manager's office for not being fast enough, for being rude or condescending to the OB techs, and for having an attitude about not getting my lunch breaks/breaks. I can understand being slow at a new job, as this is only normal during my 4th and 5th months off of orientation. That said, I made a conscious effort to increase my speed and I have seen improvement and can recover my delivered patients and transfer them faster now. As for the attitude about not getting my break, I spoke directly to one of the CRNs and asked her if I was offensive when I did not get my breaks. She remembered the day that I did not receive breaks and she informed me that she did not perceive me as having an attitude. So I do not know where management is getting this impression about me. Speeding up my pace of work is fixable and I have made improvements. However, the behavioral complaint against me is disheartening and unfounded. I am not a rude or condescending person by nature and have never been accused as such by previous employers ever in my life. When I asked for an example of rude or condescending behavior, the management never gave me a direct answer or example. How am I to fix this perceived problem when there is no evidence of the type of behavior they perceive to be rude or condescending? Unfortunately, the situation gets worse. I was called into the office again for not intervening fast enough when a non-reassuring fetal heart rate tracing occurred. Now, this is a legitimate concern with evidence to prove that I was negligent that day. I got caught up in tasking/charting that I did not realize what was happening on the monitor. I understand my faults and have made the effort to be more vigilant and have had no further problems with this. Management has me on a Performance Improvement Plan right now. It is increasingly concerning to me that the management has me under a microscope and I am paranoid now, constantly looking over my shoulder. They keep finding things wrong with my performance; some complaints are unfounded and without proof. I have decided to keep a log of every shift I work from now on. Listing my assignments, who was CRN that day, MDs worked with, etc. so that I can reflect on my day and to also keep watch of my practice. Given the highly scrutinized work environment, should I start looking for a new job at this point, even though I am not in good standing? How should I address the issue regarding the unfounded behavioral complaints about me regarding the OB techs? Should I ask to speak to the techs who have complained about me so that I can apologize and clear the air? Any help and insight on this situation would be greatly appreciated. Thank you

Dear What To Do, To save your job, you will have to change your tactic. It's natural to be on the defensive when you are taken by surprise but it won't help your case, even when the accusations are incorrect. Don't ask for examples, as your manager is not going to divulge names. Likewise, do not query the OB techs. You will not get a helpful response, and it's not likely anyone will own up. Do reach out to them, express thanks when they have helped, ask their opinion/advice, ask for their help- these will all help to forge positive relationships. What you need to do is ask your manager for her help. I've had some time to think about our conversation, and would like to meet with you. At the meeting, you can ask, What do you think would help me most to turn around the perception that I am rude and condescending? This is not how I want to be seen by my co-workers. and What specifically do you need to see in my work performance to indicate positive change? Gain closure and agreement. I would like feedback from you to make sure I'm on the right track. Can we meet in one week to see how I'm doing? Does your Performance Improvement Plan include measurable goals with time lines? If the action plan is not clearly actionable, you are at a disadvantage. Ask for clarification and SMART (specific, measurable, achievable, realistic, timely) goals. Unfortunately in nursing, not getting breaks is often the norm. It's crazy-making if the message is Don't get upset if we do not provide your breaks. While it's wrong and even illegal, at this point you have to be careful how you go about addressing it. You can be right, and still lose your job if you have an at-will employment agreement. If you have a union, contact your union representative. Regarding looking for another job, if you feel the writing's on the wall, it may be a good strategy. If you want to stay and make it work, work closely with your managers and co-workers alike, and you should be able to turn it around.

Placed on Performance Improvement Plan - What should I do? - Page 5

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SuhreRN

2 Posts

Placement on a Performance Improvement Plan = (In At-Will Employer [Corporations] is Code for We don't want you working for or under me). Touch up your Resume/CV now.

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Guttercat, ASN, RN

1,353 Posts

Run away, run away!

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wondern, ASN

694 Posts

Also if you go to HR and then also above your manager make sure you go in a correct order even if HR is scheduling the appointments, or you can also get written up for 'going out of the chain of command'...yes, it's true! :yes:

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Ranax

19 Posts

Like many have said above, it's time to look for another job. Once someone has you in their sites (improvement plan) you will be scrutinized, avoided, and consumed to fit the saying, nurses eat their young.

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ActualNurse

382 Posts

I recently went through the same thing. I am a new grad RN recently approaching my 1 year anniversary as an RN and in L&D. 30 days before my anniversary I was called into the manager's office on my day off. I was placed on a 30 day PIP. Most of the areas cited as needing improvement, I disagreed with. I was told that I can't do a delivery on my own, I can't circulate a section on my own, I'm not comfortable attending deliveries as baby nurse, freeze during emergencies and that I'm not a team player. The majority of that list is pure BS. I have been circulating sections and doing vag. deliveries on my own for 7 months. The only thing even close is emergencies....I don't freeze but there is plenty I haven't seen yet and need help on something new to me. I'm a new nurse....this isn't unexpected or unusual.
Anyway, I left her office devastated and humiliated. Until that point I thought I was doing a good job. I felt like I couldn't trust anyone I was working with. I felt unsure of myself. Not a good way to work. I made it my goal to work my butt off so none could dispute that I can do it. I did exactly that. I worked my butt off.
At my first weekly meeting I was told that now patients are complaining about my exams and lack of knowledge. I found that interesting since in a year I have never had a complaint and have had many patients compliment me on my bedside manner and knowledgable explanations when they have questions. Never was I told what I am doing right...it just felt like nitpicking.
At that point I started looking for a new job. I was called in for my final weekly meeting and told that they wanted to transfer me to post partum. I submitted my resignation as I was offered a job at another hospital in L&D making better money. I had to do what I had to do. They were never going to see me as a competent nurse. It was time to move on. I gave 3 weeks notice leaving myself a needed 2 week break before starting my new job.
It sounds like you're getting the same song and dance. It's time to move on. Leave on your terms not theirs.

Yes once the witch hunting starts it never ends. Someone likely said you were great and the jealous manager thought you wanted her job. They all seem to think everyone wants their job. What a bunch of prima donnas some of these managers are.

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ActualNurse

382 Posts

Amen. I worked for the worst most bullying and "my territory -I'll eat you before I let you near it" places in the state (even if no one wanted their swamp ridden territory) They bullied another nurse to the point of her being taken by ambulance to an ER with possible MI. It sounds like we went thru the same nasties, I too had in multiple "centuries". But you do survive and realize that the horrors of having endured was not worth it - unless your last patient whose life you saved would not have been saved sans yourself. Give yourself a hug -

Bingo, you hit the nail on the head re: saving patients. There were many times I came on to a totally mess and had to transfer patients to hospital from LTC due to the negligence and incompetence of the nurse on the previous shift. The aides were brighter than this dimwit but, for some reason, the manager liked her. Well I think the reason was her stupidity (no threat to the manager) and how she back stabbed her co-workers. I left the position and have never looked back except to ask myself why I put up with the abuse for so long. Just to show you stupid this twit is, she thought a pulse of 30 was normal.

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KatieMI, BSN, MSN, RN

1 Article; 2,675 Posts

Specializes in ICU, LTACH, Internal Medicine.

Well, now, with all that being said...

Are there any more people around who disagree with the fact that bullying, harassment and such do indeed drive fair number of otherwise good nurses with great potential out of bedside and into whatever grad school they can get into, just to get heck outta there?

... this is in relation to a recent topic.

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ActualNurse

382 Posts

I know that the advice here doesn't sound very encouraging, and nobody wants to feel like they are whipped. I have been fired from a few nursing jobs and have walked away from a few, because frankly, sometimes work environments are just toxic, plain and simple. You will find another job, it will be a better job, and your life will end up being far improved when you bite bullet, face the inevitable, and take charge of your own destiny. There are essentially no commentators here who are encouraging you to stay around that place. Try to learn from your mistakes, get to a place where you can start off with a clean slate, and make yourself indispensable. Great things await, and a wonderful nursing career is just a decision away. Moving on can be a liberating act opening up a thousand possibilities that you never imagined. I think everybody here is rooting for you.

Totally agree with you. Once she gets stuck with this toxic manager for too long, it will be harder to move on. If she then cites incompatibility with the unit, next potential manager will wonder why she stayed so long. Also, these toxic managers tend to get a reputation and future employers may already be aware of her antics. Yes, move on, and do it quickly.

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KatieMI, BSN, MSN, RN

1 Article; 2,675 Posts

Specializes in ICU, LTACH, Internal Medicine.

I'm sorry that my post was too lengthy for you.

Not lenghtly at all... i just, with all due respect, disagree with it and feel that quiet and respectful disagreement is the only one thing that makes sense here.

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samilyn

3 Posts

I agree with Nurse Beth. Very good advice. My response to Roy Hanson is given with confusion. At what point did it warent "only given 3 month" become the answer? She didn't say she hated her job...she is saying help me! I need guidance! I am hopeful in my thoughts that you are not management. I do pray that if you are, it is over a department of one.

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ActualNurse

382 Posts

I agree with Nurse Beth. Very good advice. My response to Roy Hanson is given with confusion. At what point did it warent "only given 3 month" become the answer? She didn't say she hated her job...she is saying help me! I need guidance! I am hopeful in my thoughts that you are not management. I do pray that if you are, it is over a department of one.

Did you mean "warrant" when you wrote "warent"? Or did you mean "weren't"? Confusing. The context of the sentence seems to favor "warrant."

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rnpatrick

72 Posts

But, the more numbers that rally specifically against defamation and wrongful termination, the less they will be able to deny it. Create a paper trail of non responses and if they answer it is easy to see wherevthey stand. Eventually, they will have to be accountable. The alternative is do nothing which is why it has proliferated.