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My week was crap!


virtualrn
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Had what I thought was a great new job. I have the office among the cubicles. Making great strides for "the better good." Have a totally unprofessional staff member who has ingratiated herself with the chief. I have caught her in lies and taking credit for others work. Just a snake in the grass. I brought issues forth to address with the chief-initialloy they were addressed but this staff has managed to cry her way out of this claiming all staff are ganging up on her. How do I address this lack of professionalism and integrity. Seems the chief believes this staff member was just poorly influenced and trained....she remains golden and still incompetent in her job....Do I continue to address this or move up the chain of command which potentially will result in my life being made a hell.....

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Actually they do have a relationship-they are drinking buddies. The chief started working 4 months prior and 6 key staff have exited to date. The golden girl has moved up the ladder by default and sneakiness. And thanks Wicked, tried to give you a rep but CIC wouldn't let me...did I give you one lately?

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I would have a casual conversation with someone else and let him overhear something like I rode up with the boss (his Boss) in the elevator, saw him in the parking lot or something and do it...let him see you with a higher up and see what he does...

Will he squirm or promote you to keep you quiet.

And then if you make the second chance to see his boss again you will know how to go from there...

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Would it do any good to approach the chief? Basically my job is travelling and licensing healthcare facilities. The golden girl lacks credentials, education, and experience but is the desiginated lead. If you know what a nursing assistant is, this is basically the golden girl who is leading the licensed staff. We did have a meeting which included the assistant director regarding our last badly led survey. Nothing resolved but this staff member and her cohort seem to be calling the shots-my notes and how to resolve???

The basic issues here:

Concerns (professionalism, honesty, integrity) presented in good faith appear to have been summarily dismissed.

Information provided by xxx herself or by xxxx suggests that no action will be taken in response to our concerns.

Inadequate, or "bad" training, or simple incompetence do not mitigate the effect of xxxxx lack of leadership skills or professional competence. By definition, she is not qualified to train other personnel in program assessment standards and criteria. Basic issues remain unresolved.

Provisions for rotating "lead" duties appear to have been overturned without the benefit of further discussion.

Professional integrity has been maligned and impugned by:

A suggestion of conspiracy, or "alignment." Nobody is taking sides. It's simply that we share common concerns about the way business is being conducted.

Not being given the courtesy of coherent management guidance for resolution of real [or imagined] issues. It's like ,"We don't matter".

The big questions begging here are, "What's going on?" and, "Who's in charge?" It would appear that xxxx and xxxxx are calling the shots. Where's Chief? These questions need to be answered before the issues can be addressed.

All this is somewhat exacerbated by a "Gloat" factor. It seems that xxxx seems intent not only in rubbing our noses in the fact that she has prevailed; but, in extolling her untouchability as evidenced by two "perfect" evaluations since joining the staff. Now this is a reflection of true leadership ........ Gimme a break!

Oh, and aside, xxxx sued her last employer for harrassment-states she is keeping notes on coworkers. How do I get rid of her???

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That's what I was getting at earlier. It's the old "claim harrasment" to get everyone to leave them alone. It's the ace these days that many companies face. I wouldn't touch it directly. Let the HR folks that are trained to avoid all the little things deal with it. The slightest little misstep and you're the one out the door.

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I would move up the ladder of supervision. Mention something to the extent that their relationship outside of work is inappropriately being used as a mitigating factor in how business is done. If this continues, there will be a decline in performance, morale and professionalism since you are supposed to be well educated in what is necessary for the job. She does not have the experience or the skills to be making decisions that this relationship is empowering her to do. To continue on this track would most likely result in negligence at some point which a decision she makes could actually trickle down to the patient level and could involve lives. Would a bank manager allow the doorman to handle major business accounts, of course not. That would be placing those businesses at risk of losing money since the doorman does not have the training or experience to perform such duties. In this case, they are playing with people's lives. Your recommendation should be that she be moved to a different location and the chain of command be reestablished.

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Ah yes, IsI, and that is the crux of he matter. The incredible liability placed on these facilities by someone who is not qualified to call the shots! There really are lives at stake when someone cannot see the whole picture. I am second in command in this unit-I am placed in a position where the if I go above the chief she could just as easily blow this off. But very good points that I will use if I go this route.

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sounds like she's banging the boss. she will move up the ladder. politics. this is an evil world we are in. its not who you know, its who you xxxx. keep doin everything right and she may fxxx up bigtime, or may take everything for granted too much. and get canned by a higher-up. sometimes stuff like this brings out the best in us (as far as keeping us on our toes). if we were the ones getting the gravy, we may slack off and get ourselves into trouble. always try to remain positive. that book 7 habits of highly motivated people says that no matter how people act around us we kinda keep focused and make trivial bs seem totally irrelevant, remaining completely focused on the important task at hand. mother teresa said "it was never about them anyway" dont let them cause you to lose focus on the job. and believe me i am empathetic, but if negativity were to come out of us because of their behavior, it is then, that "they" would win. dont let their shenanigans bring you toward their level.

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Virtual give her enough rope and she'll hang herself.......document document document....do not leave this information at work, take it home with you everyday...........arrange a meeting with HR, have them document your concerns just to cover your own a$$, An unqualified person making important decisions and something goes wrong.....the company's a$$ will be sued...and someone's lfe could be loss......make HR aware that you will be documenting any and all concerns as they arise on this staff person who reports to you. I would also let HR know that you have brought this matter to the attention of the Chief. If this worker is a snake, don't trust her......something goes down becuase of an error on her part, she will try and bring you all down with her........I'm curious as to why the person you replaced left? Did this B*tch drive her out, too! Is she friendly with any of her coworkers?

It bites having to go to work everyday when you have to deal with this sh*t.......

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So, path of least resistance.....this week anyway-heading to a podunk town tomorrow, will do my medical portion and notify the chief I am heading back about an hour before I tell the cna I am leaving....she will notify (whine) to the the chief no doubt.....too late, I am out of there and on a plane home. Always felt obligated to stay until the bitter end due to lack of her expertise(read...do her job). Back in office on Thursday to express concerns.

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Ok guys-here is the final letter I am e-mailing to all parties involved, including the principal and yes, iscis, the directors..not too accusatory?

We have not been given the courtesy of guidance for resolution of what I consider the serious issues which we discussed during our 7 December meeting. Innuendo has flowed in different courses, and I feel that the basic issues have not been resolved.

Information provided by xxxx herself or by xxxxx suggests that no action will be taken in response to my concerns or the concerns of other staff members. It seems that xxxx is intent not only in rubbing our noses in the fact that she has prevailed; but, in extolling her untouchability, as evidenced by two "perfect" evaluations since joining the staff and State a year ago.

Provisions for rotating "lead" duties appear to have been obviated without the benefit of further deliberation. We continue to have a certified respiratory therapist as a permanent lead. This is no different than having a certified nursing assistant or certified mental health worker leading an interdisciplinary team. From many aspects, it just doesn’t fly. She’s in over her head.

Suggestions of conspiracy, or simply "taking sides“, have been made. Nobody is taking sides. This is not a personal or personality contest; it's a professional issue. It's simply that we share common concerns about the way our business is being conducted. xxx knowledge of the simpler tasks of a survey, programs, modalities, and the ability to see the bigger picture are lacking and very apparent. It‘s a professional embarrassment.

We need an objective resolution of these issues if we’re going to be an effective and cohesive team.

I’d like to suggest a meeting of the entire staff to review the [professional] issues and to develop the guidance and understanding needed to get us there.

I’d appreciate your guidance.

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I think it's well written, but you say you'll e-mail "to all parties concerned"

I think that would be a huge error. That, in and of itself, could be construed as harrasment, or hostle work environment. It could easily be shown to be intended to embarrass or humiliate rather than constructive, as intended.

I would strongly recommend letting HR deal with this. Companies get sued left and right for things that never happened and they tend to cut people loose simple on the accusation of harrasment, to mitigate legal repercussions.

Your deal, but I'd never do it that way.

Lat, e-mail is considered a public record, that is it can be subpeoned as a matter of record. That can come back even years later.

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We went through something like this years ago at my previous job... and I agree with bad year, it is best to let HR handle something like this. Every little thing can come out and come back to bite you.

If you choose to send the email, I would definitely delete the parts concerning the evaluation and rubbing it in your face.

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