Our PL and Manager seem to talk off and/or flex exceedingly in accordance with what was announced that our small team can do. Our PL came manage her own teams, forgetting who she approved for time off. When our day comes for our PTO we are chastised in a team meeting how it’s put her in inconvenience to staffing. We can’t even have our earned PTO in peace. Our team is so toxic, intimidating, and abusive. The stress is unbearable. We are all looking for a different job before we get reduced but so far nothing. And can we talk about reverse discrimination here??? It is real, folks.
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@a5 unfortunately from my experience the leaders are hardcore protecting each other. I do think it will eventually be middle management getting hit. It's all so messed up.
@sc ER won't do cr-p. I know because I had to file a complaint for retaliation due to a disability. I have all the receipts. They are using that sort of thing to choose who to let go, so they don't have to pay. I'd contact a lawyer before ER.
Contact Employee Relations. Sounds like you have plenty of witnesses.
Well said, we have definite favoritism on our teams as well and no ideas are good unless it comes from certain staff. The feedback is 100 percent different according to who brings it.. Opportunities are shared with a few only, however management says you grow by stepping outside of the box. Make it make sense..
The team culture is extremely toxic. There is obvious favoritism, and the manager tends to cater to certain employees even when their performance doesn’t warrant it. Expectations and accountability are definitely not applied equally across the team.
The manager seems much more focused on positioning herself for her next promotion than on actually supporting the people who report to her. She does support her favorite employee who always complies even when it’s not the “right” thing for the members. When problems arise, she does not advocate for or defend her team, which has created an environment with very little trust or morale.
There are some genuinely good people on the team, but unfortunately, the management and favoritism overshadow a lot of the positives.
She should not be chastising anyone in a team meeting, especially under the auspice of "how it’s put her in inconvenience to staffing."
Oh how horrible for her, she's inconvenienced.
I would've been tempted to respond, "Imagine how "inconvenienced" all of our colleagues who've been laid off are experiencing!"
Part of being in a management role is to professionally DEAL WITH any "inconveniences" that arise, that's why she's paid more than those who report to her!
What a wombat.
Seriously, go above her, and file a formal complaint.
She absolutely has no right to humiliate you in front of your peers during a meeting, and certainly not due to you exercising YOUR RIGHT to take your PTO that you've earned.
Next time you take PTO, make sure you get the approval in writing.
"Forgetting" shouldn't even be an issue. It should all be documented in writing, in advance. I would even cc/notify in writing her boss, when notifying her of whenever I'd be taking PTO in the future. Should she have the audacity to then question why I included her boss, I'd respond with, "To ensure clarity, since last time you'd mentioned that you'd forgotten that the PTO had already been scheduled." Put the onus on her to do her job. She doesn't get to shame you into silence or being intimidated to take your PTO, just because she isn't handling her own role sufficiently, and is dropping the ball.
She might be cracking under the pressure of what's been happening lately with all of the recent upheaval in the organization. Some people can handle stress better than others. And a lot of people who take on the role of management don't have what it takes to really be able to handle what that role entails, especially when stuff gets really dicey.
Sounds like she might be in over her head, and lashing out at her reports, because you guys are the only ones she feels she can get away with taking her stress out on. She's wrong to think that, and wrong to do it. Hold her accountable. Get at least one other person (the more the better) who was at that meeting, who is willing to join with you in filing a formal complaint against her. She probably won't stop unless HR or some higher-up makes it clear to her that she can't be treating you and your colleagues this way.
Can you go above their head? I would record and document everything that your PL is doing and go to their leadership team. If they fire you because of that then fight it with documentation. There are a lot of leaders within this company that should not be. They are very inexperienced and have a horrible work ethics I was a manager (outside of Centene) for 10 years in the hospital and I could never treat my team that way. I’m lucky my leader and her manager are really good. But if they weren’t I’d be going above them.
@a1 These PLs and Managers need to go. They are awful. Our PL has only been a RN for a short few years with no management experience.
@OP is, too. The stress is impacting my mental health. I’ve loved my job but the abuse with our PL and Manager on our team are what no one could imagine. There is so much abuse. I don’t know how they keep their jobs. This is no way the same culture when I started 8 years ago. I’m a good nurse. I do a good job. I am rewarded with fear, intimidation, abuse, and unable to get PTO approved for a week vacation. But the PL and Manager sure take theirs. I pray to God every day to get me something else.