Power Trip!

cmggriff · May 1, 2001

I have to agree with Wildtime,

I went through a similar experience with a co-worker who was promoted to supervisor. She exhibited similar behavior and we tried to ignore it. Behavior worsened, some good nurses with experience quit and the new supervisor was asked to resign after several monthes.

Confronting her may not help. But letting things go definitely will not help. Gary

duckie · May 1, 2001

You know it's a real shame that people forget the simple fact that a position does not automatically mean you'll get respect. The leader is only as good as the team she leads and if no one respects her, then I seriously doubt she will be a leader for long. I agree, everyone should stick together and just tell her, act like a jerk and we're not going to take it sitting down. Personally I think a more effective tool would be for everyone to go to management and ask for a meeting. Explain to them that a lot of your staff is tired of her actions and many of you will seek employment elsewhere unless she is told that part of her new job description is NOT to bully, demean, and humiliate the rest of the staff. State up front that her having the job is not your concern but her throwing her weight around and treating everyone else like dirt beneath her feet is not professional and if she wants to keep the staff she has, she best gain some tact. I think if management gets the point that enough of you are going to quite, they will speak to her. And if you don't see results, let's face it, nurses are in demand. I bet you could all get a job very quickly and let Miss High and Mighty figure out how to run the show without you.

Doey, BSN, RN · May 1, 2001

Hi Lesliee,

I agree with the other posters. She needs to be told that how she's behaving is having a detrimental effect on the unit and won't be tolerated. It's easy to get hot under the collar when talking to someone about things that really upset us but whether you have a private meeting with her or with upper management don't let your emotions rule. Speak firmly and bring up specific things that she has done, the behavior that upsets you and why. Not general statements like "all the power has gone to your head" etc. It's easier for everyone to deal with specifics. I agree with wildtime, you need to have a private meeting with her. She's only been in this position a week and I don't know what kind of person she was as a floor nurse, but she may not realize how she's coming off. Some people get into a management position and think they have to change their behavior to "go along" with the postion or imitate others that have managed them in the past. They haven't found their own style yet. So I would go with this approach to be fair to her as a newbie in this position. But she needs feedback to know that this style is not effective. Good luck and let us know how things turn out.

res04lly · May 1, 2001

Lesliee,

I also agree with the other posts.A private meeting may do the trick. I worked at a place where we had someone like that. I left and filed for unemployment and listed hostile work environment for the reason i left. Once my protest hit the faulity needless to say hostile hannah settled down and is leaving the cna's to do their own work now.we had tried with management to stop the behavior but just couldn't seem to get out point across. now the cna's are talking union and i think it may go threw. sometimes there is power in numbers-

123lisa · May 1, 2001

I agree with the others. When "a stink" was going on in my building, I called a screaming halt to it all and had a "pow wow" or instant 5 minute meeting with all those involved as soon as we could. That is providing the floor was safe.......we always managed to do it. We all sat in a circle with chairs and no yelling was allowed.........then we spilled it and got it out in the open.......wow what an improvement.........and if this measure doesn't work.........you have to all go to the next level up.........Good luck and do not delay.......it will only get worse.... :cool: