My job is to triage the patients. There are two of us scheduled at all times to handle patient volume.
i have on coworker who EVERYTIME I work with her NEVER does any work. She spends her time staring at the computer and then never pulling the patients back. She will fold laundry or sit around chatting instead of getting the patients.
They could be out there with chest pain, arm pain, and jaw pain as the complaint and she will not budge to get them. I feel this is a safety issue. If I'm in the restroom and someone comes in with a heart attack she won't know because she doesn't freakin move and check on them.
this leaves me triaging 90/100 patients that come in during my short shift. I leave work worn out and angry because I'm still getting paid the same rate and she's getting paid for doing nothing.
others have brought it up to management and nothing is being done.
what do I do? Should I approach management about it? I work weekends so I never see my direct supervisor. I hate that this will be our first real interaction but I cannot take it anymore.
How do I approach management? Email them or should I come in on my day off to speak with her?
For one thing, I would quote her for saying "they won't fire me." Then start the conversation with "I have a concern" and be prepared to back it up with some solid evidence. When I brought concerns to my old manager, she always asked that I documented what we discussed and when; if it were necessary to take corrective action, HR would want to see some supporting information. So, based on my personal experience, you should send your manager and supervisor an email with your concerns AND the outcome of your talk with this person (be very specific and descriptive, use concrete examples, cite safety concerns), then go talk to them about the situation. You may not be taken seriously enough if you *only* send an email, but you won't have a "paper trail" if you don't send the email. if your manager still chooses to do nothing, be prepared to go over your manager's head. If it becomes necessary to keep moving up the chain of command, again - be prepared with solid evidence. That's another reason why I recommend keeping a record of your conversation with management. It is too easy for unit managers to suddenly play dumb when the CNO gets involved. You want to have proof that you made every attempt to follow the chain of command appropriately (starting with your lazy coworker herself), and that your manager knew about the problem. Oh, and if other coworkers are picking up on the problem too, they need to go to management (individually) as well. The more people report and document this problem, the stronger your case will be.
Specializes in Psych, Corrections, Med-Surg, Ambulatory.
When you talk to management, approach this from a patient care angle, not about fair workload. Even though you shouldn't have to put up with such blatant unfairness, management often blows that off. It gets their attention better if you can talk about potential bad outcomes, sentinel events and lawsuits.
Also, avoid starting a sentence with "I feel..." I know the assertive trainers love that phrase, but the reality is that management doesn't care how you feel. You need to calmly emphasize how your coworker's non-work ethic is going to cause big problems at some point. Previous posters gave you good advice about tracking numbers and stats to show them. Good luck and keep us posted.
To build on this - you can always through in the trusty "survey responses" into the conversation. Better response/triage times leads to more ALWAYS satisfied patients. :)
You could bring it to managment as a patient safety issue, explain that when you work with this particular nurse there is a large disparity in the number of patients she triages versus the number of patients you triage, for example on (date) you triaged 93/100 while she triaged 7/100,and on (date) you triaged(number) etc. Express concern that since you are doing the bulk of the work it is causing delays in the timely assessment and treatment of the patients and you are worried this could result in preventable death or disability of a patient.
Sounds like you and I are literally in the same position. I work UC and I love my job when there is a certain staff there. However, there are two people there who try to make my life a living hell. When my boss isn't there, I'm "in charge" but that doesn't hold any weight. I've literally asked them to do something and they have said to my face, "You are not my boss. I don't have to listen to you." My boss didn't listen and hasn't been in the office in a month. When I did try to speak to him, he sent out a generic "be nice to everyone" email instead of tackling the issue. I got fed up, and applied to another job on a whim. They called me back the next day, and in two days I have the final of three interviews - I think I really got the job! Keeping my fingers crossed.
Sometimes you just have to move on. It is their loss. I keep feeling guilty that I'm putting my boss in a bind if I leave but HE should have listened to me - this could have been prevented.
Sounds like you and I are literally in the same position. I work UC and I love my job when there is a certain staff there. However, there are two people there who try to make my life a living hell. When my boss isn't there, I'm "in charge" but that doesn't hold any weight. I've literally asked them to do something and they have said to my face, "You are not my boss. I don't have to listen to you." My boss didn't listen and hasn't been in the office in a month. When I did try to speak to him, he sent out a generic "be nice to everyone" email instead of tackling the issue. I got fed up, and applied to another job on a whim. They called me back the next day, and in two days I have the final of three interviews - I think I really got the job! Keeping my fingers crossed.
Sometimes you just have to move on. It is their loss. I keep feeling guilty that I'm putting my boss in a bind if I leave but HE should have listened to me - this could have been prevented.
Not everyone can just walk away all the time. What about insurance, drive time to and from work, what if something on the new job goes wrong, what if there are disrespectful, rebellious workers and an ineffective idiot leader there (like you have now? And so on.
I wish you well, but am just saying that it isn't always possible to just leave.
Definitely let management know... sounds like a huge safety issue to me with possible critical pts needing to be seen ASAP and there she is doing diddily-squat. IMHO, whether email or in person, just keep your concern objective with pt safety at the heart of the conversation.
i was was nice about it and everything. I told her I feel overworked when I triage everyone and she literally said "they won't fire me" ������
You HAVE approached her. You ARE documenting the workload ( most excellent!)
I would document three shifts... put it in writing , make an appointment with management to present your findings. If you do not come out of the meeting with proper acknowledgement by management.. you must now move up the chain of command to the manager's manager.
This is a huge safety risk. Keep up the fight. You may lose or you may win, but it must be done.
"They won't fire me". What a self-centered, smug little zit-brain.
Co worker has obviously been reported before. Smug and self-centered, absolutely.
Not a little zit-brain. She has come up with a plan to do as little as possible, and it has worked for her..so far. I have seen MANY nurses work harder at getting out of work, than doing the work.
What if your co-worker or "things" will never change? How will you change? Will you change? Are you a victim? What will you change? Take responsibility for your predicament as you always have a choice. If you choose to be a victim, then do so quietly and without involving others. Your life and your choice.
Kooky Korky, BSN, RN
5,216 Posts
Go as a group. Don't be the lone target.