While this is a seemingly trivial issue, it appears that I've gotten myself into potentially some hot water by accidentally calling the Nurse Manager unprofessional: long story short she did an audit of how often we properly charge out supplies to patients, and then made a list of people who do it properly. At the bottom of the list it said "If your name is not on the list then you don't help/work, or maybe the items were free on your shift". I, not knowing that it was her who wrote the statement, wrote her an email "I was reading the audit list in the break-room & I thought it was worded rather unprofessionally when it referred to people who fail to charge out items as people who don't work, don't help out or give away items for free. Yes I agree we need to charge all items, and I agree we, as a department, take a huge financial hit when items aren't properly scanned, but this is not an effective way to encourage people to scan out items." Now I'm being called into her office to "discuss this further". Funny thing is my name actually was on the list of those who properly charge supplies. I wrote her an email simply because many other nurses read her statement and were upset, frustrated and experienced a vast array of other negative emotions, ranging from feeling unappreciated to total hissy fits when they purposely refused to charge items out, "out of spite".
How am I the one who's wrong here??
If I was a N.M. and I said something that offended someone or was perceived as unprofessional/rude, I would want to know about it first-hand! I emailed her and only her about this, I have not discussed this with anyone else.
I'm starting to realize that she can be passive-aggressive, much to my dismay, because I like working in her department.
I need some pointers on what to say to her during our meeting to "discuss this".
Bottom line - you'll need to decide whether or not you believe it is your place to critique your manager directly. And it wouldn't hurt to acknowledge that your opinion on that point is not the one that will count in that upcoming conversation.
And ... how much this job is worth to you.
It all boils down to the above.
That would be my first consideration, when sitting down across the desk from the boss.
Bottom line - you'll need to decide whether or not you believe it is your place to critique your manager directly. And it wouldn't hurt to acknowledge that your opinion on that point is not the one that will count in that upcoming conversation.
And ... how much this job is worth to you.
While absolutely true (unfortunately), it never fails to amaze me that self-reflection and the ability to take constructive criticism is no longer required once someone becomes a manager, and punitive action is expected.
I would go in to this meeting as "honest Abe." I would say " I did not like how you did that. It came off as snarky."
He or She has no clue how to fix this so go in with suggestions: lower ratios, or the tech or unit clerk need to do the charges, an accudose system for supplies (I hate those) because the ER is bleeding money etc.
Do not throw your coworkers under the bus. Their behavior is not your problem.
imintrouble, BSN, RN
2,406 Posts
It all boils down to the above.
That would be my first consideration, when sitting down across the desk from the boss.