Cathy wasn’t just your average bully – Cathy was known as a Queen Bully (capital Q and B!). The student nurses were petrified if they found out their assigned patient was Cathy’s; new nurses typically lasted less than a year (some, less than a month) and Cathy’s remaining co-workers had three choices: become one of her cronies, try to stay out of her way, or become zombie-like – numb to her arsenal of bully weapons. Everyone was afraid of Cathy – physicians too!
Cathy used intimidation and overt criticism as her bully weapons of choice. If you asked her a question, she made you feel like an idiot. One of her frequent comments was, “Where did you get your nursing degree? In a crackerjack box?” and would then mumble, “I’m working with a bunch of idiots” as she walked away. Everything about Cathy reeked of general distain for human beings. Her body language (arms crossed, squinting eyes with fire shooting from them, lips curled back like an angry dog); her word choices (never positive – always negative); and her refusal to help others (even in a crisis) conveyed a message – You’re not worthy of me.
Do you have a Cathy in your workplace?
I hope not but unfortunately, she does exist. Why? With the focus on eliminating destructive behavior in the workplace (Joint Commission alert), how could someone like Cathy still have a job?
Anytime stories were shared about nurses like Cathy whom wreak havoc in their department yet still kept their jobs, we used to say that the person must have witnessed a murder. But the truth is not as dramatic.
Why are Cathys’ still employed?
Reason 1: Nobody has actually documented their experiences and filed a formal complaint. Everybody talks about this person but talk is just that…talk. Without taking action, this person can hide behind HR rules and avoid getting put on the disciplinary path.
Action: Start a documentation trail of your experiences with “Cathy” and encourage your co-workers to do the same.
Reason 2: The manager uses silence as a strategy. The manager might be afraid of Cathy too and doesn’t have the skill set to appropriately address Cathy’s behavior.
Action: If you are a manager, learn how to set behavioral expectations, identify consequences and how to follow through on consequences. Dealing with the behaviors of your employees is a skill that can be learned! Learn them!
Remember, what you ignore – you condone. It’s time for the Cathys’ to either stop being so mean or get out! You can do your part to make this happen.
In my book titled, “Do No Harm” Applies to Nurses Too!, I describe the “Cathy’s” in our workplace (along with other bully types) and what each one of us can do about them. Click hereto order.
Thanks so much for reading. Would love to know about your Cathys’ and what you are doing about them.
Take care and stay connected.
Renee
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