When is it time to leave...?

[DiplomaNurseRN]

Many of us have experienced co-workers that we have looked at and thought, 'they should have retired years ago'. This nurse, who was once a valued member of the team has now became a liability. The reasons for this are manifold and I will not address that here. Yet, when do we make the decision to give up what has became an integral part of our life? Our identity?

For me, it was watching an older and once grand and respected co-worker start 'dropping the ball' while performing the simple stuff, making med errors, bad charting etc.. I promised myself when it came to the point that I could not perform my duties mentally, physically and emotionally (granted some days are better than others and often your not hitting on all cylinders) it would be time to re-evaluate what I was doing and take an extended break or leave. Fortunately, I was blessed with 38 years of active practice and the satisfaction that overall, I feel I did the best I could. No regrets....

[NotMyProblem MSN, ASN, BSN, MSN, LPN, RN]

Phew!!! For a minute there, I thought you were talking about me. But then I said to myself, wait a minute!! I knew years ago that I couldn't deal with the bedside BS like I did 20 years ago, nor do I have a desire to handle it. That's why I'm in the float pool, floating to the job only once a week.:) As soon as you guys begin to donate to the BSNbeDONE Enrichment Fund, I'll leave altogether. I promise!

[Extra Pickles]

unfortunately those who are most in need to backing off of the high-stress of whatever nursing job htey are in don't seem to recognize this. It's those around the nurse who do and don't know what to do next.

I think first I'd check around and see if you are the only one seeing the problem or if is obvious to others as well. Or not obvious, but noticed. Then once you know it is not just "your" problem you or someone else designated should meet with the unit manager. It needs to go up the food chain to HR at some point but it starts with your own supervisor. It's always sticky, always uncomfortable because you know that the nurse who is deteriorating either isn't aware of the problem or IS aware but doesn't think it's bad enough to toss in the towel over it.

We have this same situation where I work and it's going to have to be addressed soon, and no one is looking forward to that. She used to be terrific but now staff hates having to follow her, pick up her patients on the next shift because they are afraid of what was not done and charted it was, or what wasn't done and was missed, or what was done wrong and then they have to deal with the fallout. I wish you luck, it's a hard thing for everyone

[DiplomaNurseRN]

I am fortunately 'out of the mix', though I do miss the job at times and especially my wonderful co-workers.

Good advice for those in active practice and for those just starting out. Thank you!

[tyvin, BSN, RN]

With my experience the older nurses are the sharp ones. Perhaps your assessment skills can tell you what's really going on with this person. As nurses we are trained to recognize changes in behavior. Possible cognitive decline, ect., sit this person down and talk. I have been a nurses for many moons and have not witnessed this phenomenon. Coddling someone who obviously needs help is hurting that person. Take them off the floor stat and get them help. That goes for all staff. Where in the world do you people work where this is allowed. I'm thinking patient safety...

[HouTx, BSN, MSN, EdD]

Recently, I've found myself involved in some discussions about a related issue... How can we maximize the value of our experienced, highly expert older nurses who are no longer physically able to perform essential job duties. Some of our facilities have implemented a new quarterly CPR/resuscitation validation process (new AHA thing) and as a result, they have discovered more than a few nurses have problems performing adequate compression/ventilation due to a variety of physical issues. ... many associated with the aging process.

So - what now? In my ideal world, they would be new grad mentors/preceptors, improvers of quality, protectors of patient safety, trusted advisors for nurse leaders. Wouldn't that be great? But, of course there are no labor dollars to support it.

[DiplomaNurseRN]

I would like to make it clear that 'this nurse' in my post above IS NOT me, but in reference in general to nursing co-workers who might be a candidate for a retirement party... :)