Why isn't my manager listening to me?

well, getting a consensus from your co-workers does not seem appropriate. Maybe your manager has gotten word that YOU are the one who is doing the complaining and sees that as a problem, not the CNA. You need to have a heart-to-heart and ask your manager specifically how to deal with these issues. If no satisfaction there, go to the manager's supervisor. If the CNA is not working according to job description and policy then write up an incident report. Just be sure to handle things professionally to be taken seriously.

When I say that everyone agrees with me, I mean other nurses have had the same complaints about her. About a year ago she was sent to counseling for her attitude and that didn't change things a bit.

Sorry, I did not mean to imply otherwise. Is it possible to call a charge nurse meeting with this manager to discuss this situation? I wonder if the manager took that person off your rotation if anything would change or if it would give the manager the documentation to discipline or terminate that person? You are definitely in a tight spot!

Is this CNA protected under a union? If so, it is usually harder to get rid of people because, while the union is beneficial to the employee (I would never work for a non-union hospital myself), they also tend to retain the crabs in the barrel that are bringing us down. Is she a relative of someone important? Sometimes, that may be the deal, also. I have seen situations where the employees know compromising situations about their supervisors or that the supervisor allowed themselves to get too close to these sorts of people and then, when it is time to really deal with them, it is hard, because they don't want their personal things spread all over the creation.

Strange stuff, I know. And if you are a charge nurse, maybe invite the manager for a staff meeting so that this can be spoken of. I hate to say, though...most times, these things have not changed for the better; at least not in my place of work.

I have tried just about everything with her. Honestly I don't know what else to do. If I try talking to her in nice way it still does not help matters. I have even tried to ignore some of the things she does just because it won't help if I do talk to her. It is almost like talking with a seven year old. We only work weekends so my nurse manager is not there to see all that goes on.

No there isn't a union where I work, all the more why I can't understand why she still is working here.

Make sure you have documentation about everything that is happening and how many meetings you have had with your nurse manager. Since your manager is not listening. Talk to your manager's boss maybe she would listen.

Good luck!

some cnas feel like they have been there thru different charge nurses and they feel like they will be there when you are gone

not a reason for you to put up with her, if she doesn't listen to you, go to your supervisor and explain in firm manner that it has reached a point that this is affecting the care on the floor. and believe me if others see one get away with murder they are not far from joining in

I, on occasion, work with a fellow CNA who is like this.....she is a float, and when she comes in, I never see her do anything extra....won't even do the tech extra duties.....After about 6-7 meetings with unit manager, I finally presented 4 typewritten pages of noted deficencies that were bringing down the unit's "customer service" perception.....

They included....-unknowledgeable about P and P of joint replacement patients

-not completing required tasks by time required in said P and P

-Not communicating with patients about nurses and plan for shift.

-Improperly transferring patients from bed to chair to BR etc....

So, when presented with the "customer service" aspect, my manager quickly let her know that she was NOT welcome back on the unit.....it's amazing what you can do when you speak manager language.....

I'd document everything for the next few weeks, then present it....if you get nowhere, then go to boss' boss.....If nothing else, I'm sure the VP of nursing would like to hear it!

There is always the possibility that there is nothing your manager can do about it. Many managers lack the skills or the authority to fix problems like this. Not everyone really knows how to manage people.

Managers also get flack for having high staff turnover so she may not want this person to leave or the manager could get canned. HR doesn't just let you fire people. Frequently you have to document, document, document, do all the counseling, etc. and sometimes even then the HR people are too afraid of bad press or lawsuit to let you fire someone. And giving bad evaluations don't help. Most places require a manager to set up a "rehab" program for an individual for whom they give a bad eval to. This usually entails lots of extra work for the manager. Therefore managers will give the minimum "passing" grade on an eval because they don't have time to play mommy to someone.

I've always told the staff that if there is a problem with the person, they need to document everything, and I mean everything, each and every shift. Only then would I have enough to even approach HR about terminating employment of a chronic problem employee. Most of the time the staff is unwilling to take the time to do this so there was never enough documentation to warrant starting the counseling process unless the house sup. or I saw the behavior. And it is always interesting how people can act like angels when a supervisor is around.