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Repairing employee relations
posted at 3/12/2013 9:59 PM EDT
on Workforce Management
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Posts: 12
First: 2/24/2013 Last: 5/7/2013 |
Hello again, I've definitely integrated myself into the hospital as practice manager. It's extremely clear that while technicians have great relationships among each other (and all seem to respect and appreciate the changes I've instilled), the major issue with staff is their relationship with our main Dr. From what I've been told, she's extremely disrespectful to the employees and has made almost every single one cry on at least one occassion, or has gotten into big blow-outs with the more stubborn associates. I have never been present for any of these situations. There is zero trust/respect from the associates for the Dr, as they don't feel trusted or respected by her. Since coming on and taking over any disciplinary conversations that she had typically delivered, I think it's helped, but that hasn't begun to repair anything. I'm holding an optional meeting for the associates this week to hash out any issues they have, and discuss options to fix their relationship with the Dr. Have you ever been in a situation like this? Does anyone have any tips on how to rebuild severly negative relationships? It's not an option to just fire/replace the Dr obviously, and I don't want to lose employees over it; I've been told the hospital has had huge turnover in the past because of this Dr.
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Re: Repairing employee relations
posted at 3/13/2013 7:07 AM EDT
on Workforce Management
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Posts: 4
First: 3/5/2013 Last: 3/19/2013 |
I have been such kind of situation in my previous company but the difference is only I am IT professional. And I was thinking that only IT filled has this issue but I was wrong. This issue may arrive in any work place. My operation manager is very much similar with your main doctor. He is also arrogant, disrespectful and don’t listen to any one i mean he wouldn't give chance to justify. |
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Re: Repairing employee relations
posted at 3/13/2013 9:53 AM EDT
on Workforce Management
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Posts: 40
First: 11/3/2011 Last: 4/26/2013 |
In Response to Re: Repairing employee relations: I have been such kind of situation in my previous company but the difference is only I am IT professional. And I was thinking that only IT filled has this issue but I was wrong. This issue may arrive in any work place. My operation manager is very much similar with your main doctor. He is also arrogant, disrespectful and don’t listen to any one i mean he wouldn't give chance to justify. I was stuck with that company and especially that person so left that company. So here I wish u all the best and god bless you.. :) Regards, Shirley Business Management Software Developer http://www.summittech.com.sg Posted by ShirleyTSpruill
Have never worked in H.C. but the scenario isn't unique to the industry. I presume this doctor reports to someone, even if it’s the board of dir. If this dr. is capable of change, the motivation will likely have to come from above.
My way to addressing such an issue with a senior leadership team member is to quantify the real/potential impact. Report the number of complaints, turnover, the cost of replacing staff, the loss of talent, and disruption of work. Explain the potential for hostile environment, harassment or retaliation litigation (if it actually has reached this level) and the potential cost. Be advised that this could however be a “career-altering” move for you, depending on how much weight the dr. swings. It’s important that your make it clear that this isn't personal, it’s about your duty to protect the employees and the corporation.
Good luck
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Re: Repairing employee relations
posted at 3/14/2013 11:54 AM EDT
on Workforce Management
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Posts: 12
First: 2/24/2013 Last: 5/7/2013 |
Thanks for the advice. Yesterday my field director (he's temporary, I'll have had 3 bosses before working 6 months for the company by the time the permanent replacement is trained). I told him the main issues we faced were staffing, and the relationship between associates/Dr. He was shocked as no one had ever brought it up before (and golly gee, they seem to get along so grand right now while he's there!), and gave me a name at HR to contact. I e-mailed her and explained the situation, and she also had never received any complaints but said it wasn't unusual for hospitals in that position to be afraid to speak out. I think honestly they didn't know who to speak out to, and who was above the Dr. I'm going to give them her contact info at the meeting and encourage them to document any specific instances of her bullying/demeaning comments toward them so we can forward them up. I'm just hoping the Dr can get into some kind of communication or leadership workshop.
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Re: Repairing employee relations
posted at 4/10/2013 10:22 AM EDT
on Workforce Management
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Posts: 3
First: 5/23/2012 Last: 4/10/2013 |
This is a tough one. I work at a University Research Institute and our staff has many doctors. Maybe this my soap box but often they are over educated and very rude to other people. Part of the problem stems from the fact that they don’t realize there are people as smart as they are. The condescending tone from them and new residents causes large attrition rates in the department. So much so that 11 people left in the last year. |
Forums » Topic Forums » General Forum » Repairing employee relations
