"Guiding a supervisor"
K_Lynch
25 Posts
Several of our supervisors have a tendancy to judge an employees work by how much they like them, not the job performance. I have emotional reactions that are destructive, and not handed out equaly across the organization, that continue to be an almost weekly issue. I am looking for some productive way to "guide" these supervisors into giving each employee some support and assistance, not smashing and bashing based on "the flavor of the month". By the way, this is a healthcare facilty, where we are facing a critical shortage. I strongly support our clinical staff, they are true assets here, supervisors need to stick with true disciplinary actions, not fluff that just aggravates the staff. Any suggestion, or concrete guidelines that could be offered that would assist in leveling the playing field for the staff?
thanks
by the way, as a non nurse, i can be considered one step above a receptionist by some of the managers, i need to play REALLY nice here:)
thanks
by the way, as a non nurse, i can be considered one step above a receptionist by some of the managers, i need to play REALLY nice here:)
Comments
I'm not going to be much help because we have the same problem with pharmacists. There is a severe shortage of them and they can pretty much write their own ticket. Some of our store have only one pharmacist and if he/she gets upset and walks, we would probably have to close the store. So, it is always an exercise in diplomacy to iron out problems the techs, ancillaries have with the pharmacists. Though there are some behaviors that can't be tolerated such as the call I just received regarding a pharmacy manager using profanity. I'll be interested in what others have to suggest.
Elizabeth
thanks
If your place is anything like mine, and it sounds like it is, its not going to be easy; I'm in a cliquey work environment where what you describe happens alot and it is frustrating to watch and is often the result of a long engrained culture. Take baby steps as not to alienate everyone and maybe one person will listen and start to change (am I being too hopeful?).
I came from a long term health care environment (43,000 employees) with an average of 135 employees in each facility. Managers are poorly trained. They may be very clinically good, but can't manage people worth a Cr@&.
It's going to depend on you convincing someone that they need to take a look at management training.
"Sam"
And, to be honest, I can be one of those emotionally reactive supervisors, although I tend to repress that until I can vent to my supervisor. Still, I have found myself scrutinizing EE's that I don't particularly like, and have to keep myself in check so as to keep my opinions seperate.
I would love to be properly trained to supervise people, to the degree at which I feel comfortable with what I am doing. Just being able to manage the EE's without having Maalox for breakfast every morning would be an improvement.
So what is this Ten Danger Zones you were talking about?
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