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As a domestic violence advocate, I disagree with being a bystander with someone who is being abusive. I encourage anyone to speak up. I would ask for a time that a discussion can take place. I would then discuss how uncomfortable it is to witness that. Watching that and how it causes you stress, you are also being affected, You are involved by simply being a witness to it. But, I also was the one that just left the job I loved more than anything for toxic behavior; the exact thing was happening at the place I worked. Shaming staff in public to assert authority. No can do. .
This is wrong!! Management team members should never treat staff this way. If it were the other way around, the staff member would be terminated. I managed over 100 staff members and never treated staff in this manner. HR needs to be consulted by upper management and it needs to be addressed. The supervisor needs to be some on type of corrective action or PIP (Performance Improvement Plan) If necessary. And if the staff members needs to perform, then there is a fix for that as well.
You can support her individually, but it is professional suicide to stick your nose into your supervisor's business. The workplace is not a democracy. You can't call an election to vote out a SOB manager. Let your co-worker know you appreciate her, that you think she is doing a bang-up job, that you truly hate the way she is treated. DO NOT tell your boss that because it is not your place to do so. When you become the CEO of the hospital, fire his ass. Until then, keep your emotions under control and your mouth shut about things you have no power to change.
Unfortunately some places have a “culture” of abuse that one person isn’t going to change . Even with wrongful termination lawsuits, other court cases and LOTS of settlements (this is the issue). Some places, manage to survive this way.
The best advice I ever got in the workplace was someone telling me "choose your battles." If something comes up and it doesn't concern you, think twice before you get involved. In this case, if you're friendly with the woman you can encourage her. But whatever is going on between her and the management should be left to them.
Great wealth of knowledge from the responses above. I do have a few questions though. What is the victim doing to address her annoying personality? Is this personality interfering with work? How are the patients interacting and interpreting her personality?
Chief
Mind your own business, but support her personally. I dont think you will be able to have much impact professoinally.
There is always a higher level of management or HR that can be reported to and they should treat your concerns as an anonymous complaint if you're concerned for retaliation
I feel that!! I go thru the same thing daily: overworked, underappreciated! I would LOVE to have someone stand up for me!!! I've had one employee defend me when another was slandering my name & it has made her a true friend of mine for life!!! Whn there was new hires, the negativity even convinced them to look down on me but she convinced them otherwise... They saw for themselves....
I would request a meeting with management and express your concerns. That’s being a true team player. Good luck🤗
Let control our emotions no matter anger pls,because it can lead to something different. I know some patient due to what they feeling they can do what the ought not to do,we should put ourselves in their shoes it the same we will react.And our subordinate should treat us as colleagues no as slave.
Dont..you just put a target on your back.
Can’t you file a complaint anonymously?
Have you gone to HR about it and talked to them. That is definitely not okay and if I were you I would go to HR and let them know how this manager is talking to this employee. HR will make sure that the manager does no retaliate against you.
It's hard to say ,how to do it u gotta find to them
Chief
Address it privately with management: “Public criticism affects team morale and productivity.” Support her professionalism while subtly encouraging better workplace communication to maintain a more respectful and effective environment.
I work in a large rural healthcare system on the inpatient side. It is DISGUSTING the amount of toxicity that has been present for years and years. I feel for you. Can you get out of that place ? If yes, you could let them know at the exit interview or just speaking to HR just before you leave. From what I have seen over many years they do not give a crap and it is heart breaking and it sucks. Unfortunately if you go to HR or go above the managers head or even go to the manager it will back fire and then you will be targeted. I really wish this were not the case but from what I have witnessed there is no winning here unless she speaks to a higher up with examples and then maybe they'll call people in one by one to confirm but even then I doubt its confidential. She is pretty much stuck speaking up for herself and then praying hard.
This sounds like a workplace culturee issue that is unlikely to change without a change in leadership. HR is there primarily to protect the company and is unlikely to respond in a helpful manner, other than to refer the person to an EAP. Years ago I worked at an org where I and MANY others were regular targeted and witnessed others be humiliated and intimidated. My EAP was well aware of this, validated by experiences, assuring me "it's not you, it's them, and this has been going on for years". He encouraged me to make an exit strategy, which I did. And when I did gave my feedback in no uncertain terms, including the fact that I neither needed nor cared about a reference from them. Offer support to your coworker; if she asks for specific feedback try kind but constructive guidance on how to be less of a target. You can also maintain your own boundaries with management by making it clear that you aid and abet in workplace harassment and abuse.
I have been in the healthcare system for over 20 years & was just 2 classes shy of my bachelors for Health admin & had a family emergency & havent went back.
In my personal opinion every coin has 2 sides like the spot your in. Ive seen situations like this back fire on people like your self especially in the states like TN "at will" states, they can let anyone go at any time for no reason. With that being said depending on the whole picture I myself probably wouldn't let it ride no one should have to live or work that way if something was to every happen to your coworker I wouldn't want to feel like I didn't do anything I should have said something. Alot of times others feel the same way just to afraid to say something and may have seen others try in the past. A manager like that will never change she's just comfortable prob knowing no one has or wouldn't do anything. I would always hope that even a manger with that ego would changed if something was said, brought back down a few levels, reminded them there job is at risk. If your coworker was to leave I'm sure there would be another victim.
I have also worked as Admin assistant for 3 years with the CEO & other corporate leaders daily. This isn't something taken lightly they would want to know to fix it without a doubt.
My company has an open door policy with a risk management/compliance officer. That's even higher than even HR, if you question the ability to even speak to someone even in HR. That's something sometimes you can tell who's friends or who's trustworthy or even lets things out that shouldn't be. I've seen the compliance officer get things & investigate it asking other employees and dealt with the situation from a higher level than HR or even knowing until later.
Don't. Mind your business.