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 8

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ActualNurse

382 Posts

The nursing field is turning into a big game of chest and a kindergarteners place ground. There is too much political stuff going on.

What s a game of chest? Do you mean chess? Also, there is no such word as kindergarteners. Use of the spell check function on your computer or using an actual dictionary would be helpful to you. The deterioration of usage of the English language is so depressing.

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ActualNurse

382 Posts

Boy, does this sound familiar! This is exactly like where I work! Is this just how it is if you work at a hospital? I'm not "young" but how do you not lose a little bit of confidence? I know I second guess myself constantly.

A lot of managers I have known do the blank stare very well. I suppose that is the only management skill they have. They may have been good bedside nurses (or not) but that does not translate into being a good manager. Just because someone puts in the time that doesn't warrant a promotion to management. I have heard that a lot of managers get their jobs based not on what is between their ears but rather what is between their legs. I guess that is why do blank stare so well.

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ActualNurse

382 Posts

Dear love & loss,
I've been in healthcare for a very long time and for some reason if you're not being talked about then something is wrong! Just watch your back and be vigilant. Sounds like someone has put a bug in the manager's ear but had no specifics. A long time ago as nurses we worked together and had everyone's back but these days things aren't like that. That's where the phrase came "Nurses eat their young". Hang in there and go back to your manager periodically to just "check in" to see if they have any further concerns about your performance. Be transparent and willing to do whatever it takes to maintain a good relationship with your manager. Try not to let this undermine your self confidence! If you are so inclined, keep a journal of your work so that if anything comes up you'll have the documentation to CYA!

Hang in there? Seriously? Why? So she can let the manager torture and abuse her before she throws her under the bus? I agree with the poster who stated that one of the other nurses does not like her and the manager has bought into the witch hunt. Just wondering if there might be something more to it, like discrimination. I encountered a situation at work last night where someone was being treated badly by co-workers, written up, etc. and then one of my staff made a racial slur against the employee. Just wondering if being part of a minority is part of the picture. If so, then she can open the door to human rights issues and violations.

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ActualNurse

382 Posts

Just wondering if a game of chest means like the CEO or other big boss is trying to get at nurses' breasts and that is how the managers get their jobs, by giving into sexual harassment. That indeed would be a game of chest and other possible body parts.

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travduck, BSN, RN, CNM

90 Posts

Specializes in Rural, Midwifery, CCU, Ortho, Telemedicin.

I wish this corruption did not exist but it does. I am not saying all managers are like this, not at all. I am sure there are some ethical, honest, uncorruptable managers out there. I just haven't encountered many in over 30 years experience. Where are they?

Sounds like you worked in a few of the places that I endured. Yes, there are good managers out there BUT they are often as bullied and lied about and fired as the nurses that they manage and are sometimes fired because they seek to 'protect' their employee from worse from either high-up or lateral damage. This is a particularly gruesome habit of governmental see-nothing, do-nothing administrations. I had a championly wonderful manager at the start of my career and foolishly thought all managers were like her. But it does seem as if the last 20 years has bred a spectacularly "toxic" form of manger who seems to believe that since they were able to secure their job that they can go Machiavellian and everyone will cheer them. Unfortunately often they are correct, because those above them are shielded from the cost of the pristine management figures (real or enhanced) that they submit. I heartily salute the manager in nursing who is aware that preservation of staff, except when so mismatched that they must move on, is not only the best for the employees but is also best for the company. And likewise mourn the Caligulan managers who mange for the glory to themselves.

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travduck, BSN, RN, CNM

90 Posts

Specializes in Rural, Midwifery, CCU, Ortho, Telemedicin.

Does it sound good, bad, ugly?

Sounds bad. Maybe consider getting a registry job and pull one day a month. Then if things get ugly you have a foot on a lilypad from which to jump. If in a year you can get the writeup pulled then it may be square one again. But be sure to ask for and secure a personal review of your supervisory file and get a written itemization of the contents. Yes I have worked in places where the file was hidden and in places where the file was 'sanitized' before review only to be 'unsanitized' and even added to after review. Good luck and unfortunately, in the nursing field, that may be the definitive actor.

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ActualNurse

382 Posts

Sounds bad. Maybe consider getting a registry job and pull one day a month. Then if things get ugly you have a foot on a lilypad from which to jump. If in a year you can get the writeup pulled then it may be square one again. But be sure to ask for and secure a personal review of your supervisory file and get a written itemization of the contents. Yes I have worked in places where the file was hidden and in places where the file was 'sanitized' before review only to be 'unsanitized' and even added to after review. Good luck and unfortunately, in the nursing field, that may be the definitive actor.

I had a manager who was giving me a bad reference behind my back. There was nothing, and I mean nothing, on my employment record, that had ever been shared with me. I thought I was doing a fantastic job. Then when I applied for a position elsewhere, someone finally had the courage to tell me this manager gave me a bad reference. It explained a lot as I kept getting rejected after going to interviews where they seemed very pleased with me and then suddenly I get this rejection letter. Talk about throwing someone under the bus. As a result, I no longer work quite that hard. I have become one of those minimalist people. They are the ones who get rewarded so why should I work harder to get thrown under the bus. I saw the same manager throw someone else under the bus. Unfortunately this individual does not grasp what has happened to her.

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love&loss

9 Posts

Sounds bad. Maybe consider getting a registry job and pull one day a month. Then if things get ugly you have a foot on a lilypad from which to jump. If in a year you can get the writeup pulled then it may be square one again. But be sure to ask for and secure a personal review of your supervisory file and get a written itemization of the contents. Yes I have worked in places where the file was hidden and in places where the file was 'sanitized' before review only to be 'unsanitized' and even added to after review. Good luck and unfortunately, in the nursing field, that may be the definitive actor.

Well I was never written up or even given a warning. I was literally just to tell me someone was worried. I was kinda confused as to where to go from there since it didn't sound that bad but then you find yourself questioning what they are talking about and if it's something you're missing... But things have changed since then, BIG changes so I was going to hold out longer unless something else happens and then maybe throw in the towel...

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travduck, BSN, RN, CNM

90 Posts

Specializes in Rural, Midwifery, CCU, Ortho, Telemedicin.

If you were spoken with there is a written report of that conversation in your supervisors file or in your supervisory file. Unfortunately.

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ActualNurse

382 Posts

Well I was never written up or even given a warning. I was literally just to tell me someone was worried. I was kinda confused as to where to go from there since it didn't sound that bad but then you find yourself questioning what they are talking about and if it's something you're missing... But things have changed since then, BIG changes so I was going to hold out longer unless something else happens and then maybe throw in the towel...

That is the mistake I made. But then I did not know that someone was throwing me under the bus behind my back, because they are supposed to tell you if there are concerns. Seems the old b**** was telling everyone but me. So why would I jump ship when they were all nice to my face. So at least the original poster's manager is being honest and giving her warning that she is on the hit list. Had I been given fair warning I would have left long before I did. It is this behind the scenes stuff that is so destructive. I see it happening to a friend of mine. She thinks they all love her at work and they laugh about her behind her back, have been trying to fire her for 3 years now and are well on the way to getting their way. She has however seen a lawyer, so we will see what happens.

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dec2007

508 Posts

That is the mistake I made. But then I did not know that someone was throwing me under the bus behind my back, because they are supposed to tell you if there are concerns. Seems the old b**** was telling everyone but me. So why would I jump ship when they were all nice to my face. So at least the original poster's manager is being honest and giving her warning that she is on the hit list. Had I been given fair warning I would have left long before I did. It is this behind the scenes stuff that is so destructive. I see it happening to a friend of mine. She thinks they all love her at work and they laugh about her behind her back, have been trying to fire her for 3 years now and are well on the way to getting their way. She has however seen a lawyer, so we will see what happens.

What in the heck is wrong with people?!?!?!?

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love&loss

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If you were spoken with there is a written report of that conversation in your supervisors file or in your supervisory file. Unfortunately.

But in my case, what would they even write?! Someone is worried about another person? Okay? And what would it solve to tell me this? Especially when said manager does nothing to correct or even attempt to solve the problem, if there is actually a problem in the first place. I find it hard to believe that every conversation is written up in a file.