Читать книгу Toxic Nursing, 2nd Ed - Cheryl Dellasega - Страница 50

The manager of the OR should go directly to the source of the rumor mill and confront both Liz and Penny about their actions. It is possible that the pair may find this to be a harmless activity or that they are really unaware of the way their actions are affecting others. This direct confrontation may be enough to curtail their desire to share rumors—especially if they are informed of the negative effects this behavior is having on other staff members.

Sometimes, simply recognizing the problem is enough incentive to end the behavior. However, the manager should also speak with the staff as a whole. In this exchange, the staff should be empowered to speak up when they are uncomfortable with information that is being shared by their colleagues.

Without a willing audience, the rumors cannot be spread—and this may be the most effective way of resolving the problem. In a unit such as the OR, where everyone must work together as an orchestrated team, integrity and trust are core values that are essential to building a cohesive work group. The rumor mill whittles away at the integrity of all who participate in this activity. Over time, it will affect the ability of the group to function as a unified staff.

–Melissa Snyder

Just as with younger girls, those who control the flow of information often perceive themselves as having a sense of power. Knowing the latest tidbits about classmates or coworkers and selectively sharing them (or not) can seem to bestow status and even popularity, but this tactic may misfire.

As a manager, I would engage the entire OR staff in some way to raise awareness about the separation between personal and professional lives. Yes, it’s nice to have colleagues who care about you and your well-being, but the place to address those concerns is almost always face to face—not through an intermediary or third party. Depending on the severity of the problem, there might need to be a more systematic ongoing program to educate everyone on respect and civility.

Distortion of information can also lead to serious misunderstandings about important topics. At a staff meeting, I would want everyone to use more caution in what they share about coworkers; the OR is a small community in and of itself where rumors can fly quickly. At the same time, I would indicate my approval of those nurses who use discretion and understand that when something comes their way, it should be kept confidential or at least not shared more widely.

Lastly, I would have a conversation with Liz and Penny individually to try to gauge their time management, their job performance, and their professional development. If loose lips are causing problems with work, they need feedback on that. As well, given Liz and Penny’s ability to share information, I might invite them to develop a newsletter or some other form of communication to be shared by all OR personnel.

–Cheryl Dellasega