Who is supposed to police the mean girls?

[imintrouble, BSN, RN]

We have several new nurses on our hall. All are young, fresh, eager, and valuable. Valuable meaning they can be floated to ICU, and ER, if needed.

One of them is a mean girl. Mouthy. Opinionated. Condescending to the CNAs especially, but also to us "old" nurses. While I find her behavior grating, I am busy enough it doesn't interfere with how I do my job. On the other hand the CNA morale is in the basement. Sometimes the CNA reprimands are not out of line, it's just the humiliating way it's delivered. Nursing management is aware, but in my opinion are hesitant to reprimand her because she is a NURSING asset.

So here is where we're at. Nursing management had a meeting and informed the whole unit that it was our responsibility, nurse and CNA to monitor objectionable behavior. We should not stand by and allow our co-workers to be brow beaten. We should stand up and object when incivility was occuring. It was our job to police our unit. Of course the perp doesn't even realize she's the problem.

In theory good people should not stand by and allow bad people to create havoc. But when you're on the job isn't that the job of management?

[ProgressiveActivist, BSN, RN]

Take this woman aside and let her know that you don't like the way she talks to people and emphasize that it's not what you say it's how you say it and if you do it again I'm going to embarass you beyond belief.

Next time it happens you can say : you aren't saying that to be helpful you're saying it to make her look stupid. Knock it off.

Or just say this pettiness is affecting patient care. Knock it off.

Another approach is to put on your most serious I'm going to **** up your **** face and tone and say: This whole conversation is innappropriate and a violation of our code of conduct. Then silence.

[linearthinker, DNP, RN]

Traditionally discipline is the responsibilty of leadership. Look at as a chance for you and your colleagues to assume the leadership of your unit. It could actually be a good opportunity for all of you to really create the workplace environment you want.

[xtxrn, ASN, RN]

While she physically won't go anywhere, if she can't get the reaction she wants, maybe she'll shut up; cold shoulders go a long way in either waking someone up or driving them away....and it would be HER choice, so no backlash on the facility. She makes herself look like a fool...she wouldn't be able to tolerate being ignored....just guessing

A$$holes are insecure, petty, and generally stuck at some developmental level that nobody can fix....jmho.

[Good Morning, Gil]

Sounds like management just doesn't feel like dealing with it. They're either A). too lazy or B). trying not to "make waves" with employees, trying to make friends instead of lead. But then again, it was a long (but rewarding) day, I'm tired, and cynical as a result lol.

Yes, you should call anyone out on inappropriate behavior if you see it, pull them aside to discuss, etc, but management should call the person into their office if they are "laterally violent", the infamous nursing buzz word and creating a toxic environment as a result. In my opinion, she is not that much of an asset. There are plenty of good nurses out there that don't have an attitude who are looking for work. Give her a second chance to fix the the 'tude, and then show her the door.

[ErinS, BSN, RN]

A nurse who is not a team player, is not an asset, but just a pain in the ass. There is a difference. Management should be keeping an eye out for this, but if the team as a whole is upset with this behavior, you all should personally demonstrate professionalism, and be vocal to this nurse about expectations. If you see her talking down to a CNA, pull her aside and tell her 'This may be how you were taught to delegate in other places, but here we are a team and pull each other aside and speak kindly, even when discussing a problem.'

Good luck- this is a tough thing!

[xtxrn, ASN, RN]

Take this woman aside and let her know that you don't like the way she talks to people and emphasize that it's not what you say it's how you say it and if you do it again I'm going to embarass you beyond belief.

Next time it happens you can say : you aren't saying that to be helpful you're saying it to make her look stupid. Knock it off.

Or just say this pettiness is affecting patient care. Knock it off.

Another approach is to put on your most serious I'm going to **** up your **** face and tone and say: This whole conversation is innappropriate and a violation of our code of conduct. Then silence.

I get the point....buy why sink to the idiot's level? :)

[sunbaby0811]

I'm not a nurse (yet!) , but I am a manager in a general business arena and I say that is total BS! That is a manager who is afraid of his/her employee. You shouldn't have to police your coworkers. I can't tell you how many times I have seen managers afraid to address an employee, so they send general emails to everyone about something or make a general policy (like you are describing) that screws everyone instead of just talking to 1 person and nipping it in the bud.

I'm sorry you're stuck in this position

[canigraduate]

I don't trust managers to deal with situations like that, honestly. All the ones I've worked for are really bad at handling this kind of thing.

I agree with the other posters, though, that these managers are displaying their weakness and inability and are trying to pass off their responsibilities to the staff.

I would just be assertive with the witchy woman and bust her each time, in front of as many people as possible. She'll learn quickly that way.

[brandy1017, ASN, RN]

Sounds like a past coworker of mine that moved to greener pastures! Best of luck to you!

[~Mi Vida Loca~RN, ASN, RN]

I would always try to handle issues myself before going to management. Going to management and having them handle things at the beginning stages might just make things worse..If the issue is confronted head on and it isn't resolved then I would go to management.

[nurse2033, MSN, RN]

Look up your hospital's code of conduct, or values, or whatever they call it. If you like, you could ask her if she believes she is living up to it, or speak to your manager about it. We have one that lays out the expected behaviors in black and white. It makes it much easier to define and qualify bad behavior.