In high-stress clinical environments, one of the more common problems, and one that may seem insignificant compared to the personal problems encountered by others, is bad workplace relationships. What should be an inspiring and fulfilling place to work often becomes a disappointment, or worse, a place of nightmares.
Many of us are familiar with the terms harassment and bullying, but even if we have been educated in recognising it in the workplace, in some forms though, it can be hard to tell when it is actually happening to you and the person doing the harassing may not even be aware that they are doing it.
This past week I had a trainee veterinary nurse (VN) contact me for advice stating that she felt horrible when she went to work and she wondered if she was fit to be a VN. This particular VN is already qualified and is going for a higher degree. She is one of the most promising young nurses I have had the pleasure to come across and I knew something must be wrong in her workplace if she was questioning her ability. After discussing it for a while, it transpired that there was one person in particular, a veterinarian, who was at the root of the problem. The VN recounted to me several incidences where she came away feeling like she was always doing a poor job. She stated how she felt nervous and rushed when she was working with this veterinarian and that she dreaded going to work on the days that they would be in surgery together. She was frequently reprimanded in front of others and often felt humiliated and degraded as a person.
What was going on here? It turns out that the veterinarian would ask her to do something, like retrieve a piece of equipment, but as she was new to the clinic she wasn’t always certain of what she was looking for, or where to find it, so she would ask the veterinarian or another suitable staff member for assistance. The veterinarian would typically give a reply of frustration that she required ‘help do everything’ or that she ‘can’t follow a simple direction’ to go to the cupboard and get something. These statements are belittling to the recipient, and that in itself is harassment. If the person doing the harassing is aware of what they are doing yet they continue to humiliate or undermine the recipient, they are a bully.
In subtle cases like the one above, the VN didn’t know it was happening, and the veterinarian likely did not either. As a result, the problem was continuing to the point that the VN was seeking moral support but the issue was still not getting addressed. Situations like this can quickly escalate in times of stress as the person being harassed begins to bear the strain of chronic intimidation.
So what can be done in this situation? Most countries have legislation in place that protects workers and ensures a safe work environment. Regardless of legislation, employers should take reasonable steps to manage hazards by avoiding employee exposure to unnecessary risk of physical or psychological harm.
Do you know someone who has reduced performance or productivity caused by isolation, distraction and low morale? Is there increased absenteeism, staff turnover, or high numbers of errors or complaints in your clinic? If so, it may be time to review the signs of harassment and bullying and take steps to create a more supportive work environment.
We hope you enjoy this issue of The Veterinary Nurse.