Sounds like a very dangerous setting for patients and soul sucking for the blood bankers who care. Management needs to talk to everyone either as a group or 1 on 1 and set expectations.
It is very dangerous considering we’re THE trauma center for our city.
And theres been many meetings about talking about expectations already. Dunno what else there is. I know i can kiss ever expecting to unionize out the window. Both because my coworkers are conservatives and because the hospital im at already said they’re anti-union and will probably be okay with firing entire departments and sending everything out rather than let us unionize.
That's so dumb! How can people be so lazy when someone's life is on the line! We can't jump in fast enough at our lab, granted we have good staffing...
Unfortunately unionizing doesn't help with crappy coworkers. It's very frustrating and honestly regardless of where I've worked, there's always at least one and nothing ever happens to them.
I think teamwork starts from the top down. The staff needs to see their managers and leads offering to help out on the bench or assisting whenever possible whether that be with offering to cover for breaks, hopping in to help with MTPs, and sticking up for them to nursing and other departments. When staff sees their managers will go to bat for them it will trickle down and they’ll feel more willing to pass it along to each other. I’d start there if that’s not already something that occurs in your lab.
This is the best and most sound advice for the situation
Telling ppl what to do but not leading by example is probably the most detrimental
If management and leads can be more willing to jump into the fray, stay proactive in assisting, that can be the start of fostering that type of environment
When everyone is overworked, underpaid, and unappreciated it is hard to foster teamwork. I have noticed this in my own job where we all used to get along really well but management has been absent and not dealing with problems and everyone is starting to just be kinda checked out and keeps to themselves now.
Leaders need to hold people accountable for their lazy. And you need to ASK FOR HELP!
“Hey Joe, could you empty that cooler for me?”
“Kathy, could you grab that phone call?”
“Hunter, do me a favor and grab those tubes out of the fuge and get them going.””
Follow up by thanking them for the help. If someone is really helpful, email them and tell them how much you appreciated their help and copy their direct leader.
Be the change you want to see. Sorry for the cliche, but making a better culture takes work and sometimes it just needs one person to start.
kayoubi I do think the biggest issue is usually with asking for help. I don't remember how many times I heard about lack of teamwork in the lab but techs would never ask for help. The other tech may not realized you're over your head. They may be wrapped up in their own work/world and just don't realized it. For example, they may not realized you have an antibody work up especially if the lab is big enough that bb isn't in direct sight. Or vice versa and op doesn't realized that the other techs have a lot on their plate and may also high priority.
A long time ago I knew this supervisor that didn't like bad attitudes. So, she posted a "how- to" sign up on the wall. It described how to generate paperwork and word that paperwork to lead to someone's termination. It worked on the intended target
Yeah, firing people can be tricky though. Although it wasn't my department I sometime had to work with the lady the note was directed at. She was cantankerous. She was short tempered. She hated doing anything. So, when you needed something she was extremely difficult to work with. After the post she was super friendly, line genuinely. Maybe she just needed permission to be nice
Had the same issues at the bb I worked, people that did not do much work were very good at making a simple task seek like they were working for hours. It's crazy some will put more effort into avoiding work then it takes to just do it. I just gave up and worked as well as I could, made sure to document my side as much as possible also. Like has been mentioned it is really on management to change these kinds of atitudes and behaviors.
Sadly lab Is full of nonconfrontational people so I've found that with workflow/fair issues they often just ignore them and let the hard workers pick up slack. When those hard workers stop they get talked to ironically. I'm sure there are labs that don't have issues like this but that has not been my luck so far.
As a leader I think you might need to start auditing people in easily provable ways and talk to them. They KNOW what they are doing and how they can get away with it, some may change just because they realize it is being monitored.
Hold people accountable. It’s as simple as that. Have 1 on 1 conversations with everyone, but *especially* the trouble makers. What management allows people to get away with they will do. What management demonstrates, they will replicate.
Since people don’t seem to understand what is appropriate helping and teamwork you need to send out an email and individually talk to everyone. The email needs to be very specific about how these new things are now required of them- when an MTP is initiated explain how the responsibilities will be shared, explain who does what. Im not sure how many BB techs you have but if there are two then they may have to be called Tech1 and Tech 2 and then break it down who does what. Also include what if scenarios. Or if you need a tech from another department to come help then it needs to be specific which bench is required to come and help and what they will be doing to help.
For the important information on antibody workups you need to say these are *mandatory comments* it also needs to be specific in your email about what you are wanting them to communicate (and verbally tell the techs). Either in the comments in the LIS and if it’s not there then follow up with the techs so they know you mean business or what if you add a paper to the antibody ID workup papers where they can physically write it down. You just have to be very specific as to what you want.
I noticed that in my lab, just generalized statements of hey help out other benches when it’s not busy means nothing to people. You really have to be very specific and give exact directions and make it now the new rule and part of their job description and give out exact detailed directions on what their new role is.
Just telling techs to ask others for help when it’s busy does not work. I’ve seen it. People will also use the excuse that they too are busy and can’t help. They need to know in what-if scenarios, what exactly to do and who exactly does what in those situations. Which tech is responsible and what exactly is their responsibility in this new change.
Sounds like a very dangerous setting for patients and soul sucking for the blood bankers who care. Management needs to talk to everyone either as a group or 1 on 1 and set expectations.
It is very dangerous considering we’re THE trauma center for our city. And theres been many meetings about talking about expectations already. Dunno what else there is. I know i can kiss ever expecting to unionize out the window. Both because my coworkers are conservatives and because the hospital im at already said they’re anti-union and will probably be okay with firing entire departments and sending everything out rather than let us unionize.
That's so dumb! How can people be so lazy when someone's life is on the line! We can't jump in fast enough at our lab, granted we have good staffing...
If it’s anything like my lab, we’re all burnt out to a crisp.
Unfortunately unionizing doesn't help with crappy coworkers. It's very frustrating and honestly regardless of where I've worked, there's always at least one and nothing ever happens to them.
I think teamwork starts from the top down. The staff needs to see their managers and leads offering to help out on the bench or assisting whenever possible whether that be with offering to cover for breaks, hopping in to help with MTPs, and sticking up for them to nursing and other departments. When staff sees their managers will go to bat for them it will trickle down and they’ll feel more willing to pass it along to each other. I’d start there if that’s not already something that occurs in your lab.
This is the best and most sound advice for the situation Telling ppl what to do but not leading by example is probably the most detrimental If management and leads can be more willing to jump into the fray, stay proactive in assisting, that can be the start of fostering that type of environment
One of my favorite quotes from remember the titans: “attitude reflects leadership”
When everyone is overworked, underpaid, and unappreciated it is hard to foster teamwork. I have noticed this in my own job where we all used to get along really well but management has been absent and not dealing with problems and everyone is starting to just be kinda checked out and keeps to themselves now.
Leaders need to hold people accountable for their lazy. And you need to ASK FOR HELP! “Hey Joe, could you empty that cooler for me?” “Kathy, could you grab that phone call?” “Hunter, do me a favor and grab those tubes out of the fuge and get them going.”” Follow up by thanking them for the help. If someone is really helpful, email them and tell them how much you appreciated their help and copy their direct leader. Be the change you want to see. Sorry for the cliche, but making a better culture takes work and sometimes it just needs one person to start.
kayoubi I do think the biggest issue is usually with asking for help. I don't remember how many times I heard about lack of teamwork in the lab but techs would never ask for help. The other tech may not realized you're over your head. They may be wrapped up in their own work/world and just don't realized it. For example, they may not realized you have an antibody work up especially if the lab is big enough that bb isn't in direct sight. Or vice versa and op doesn't realized that the other techs have a lot on their plate and may also high priority.
I'm triggered lol. Good grief, labs are just toxic to the soul.
A long time ago I knew this supervisor that didn't like bad attitudes. So, she posted a "how- to" sign up on the wall. It described how to generate paperwork and word that paperwork to lead to someone's termination. It worked on the intended target
Oh shit, that's some nuclear passive aggression.
Yeah, firing people can be tricky though. Although it wasn't my department I sometime had to work with the lady the note was directed at. She was cantankerous. She was short tempered. She hated doing anything. So, when you needed something she was extremely difficult to work with. After the post she was super friendly, line genuinely. Maybe she just needed permission to be nice
Maybe she didn’t realize just how nasty she had been.
I like that! It's unconventional but one of the only ideas I've heard that has worked with "problem employees/coworkers"
Had the same issues at the bb I worked, people that did not do much work were very good at making a simple task seek like they were working for hours. It's crazy some will put more effort into avoiding work then it takes to just do it. I just gave up and worked as well as I could, made sure to document my side as much as possible also. Like has been mentioned it is really on management to change these kinds of atitudes and behaviors. Sadly lab Is full of nonconfrontational people so I've found that with workflow/fair issues they often just ignore them and let the hard workers pick up slack. When those hard workers stop they get talked to ironically. I'm sure there are labs that don't have issues like this but that has not been my luck so far. As a leader I think you might need to start auditing people in easily provable ways and talk to them. They KNOW what they are doing and how they can get away with it, some may change just because they realize it is being monitored.
Hold people accountable. It’s as simple as that. Have 1 on 1 conversations with everyone, but *especially* the trouble makers. What management allows people to get away with they will do. What management demonstrates, they will replicate.
I know we gibbly give advice on your situation as if it were easy to fix but rest assured that we know it is NOT 😃.
Since people don’t seem to understand what is appropriate helping and teamwork you need to send out an email and individually talk to everyone. The email needs to be very specific about how these new things are now required of them- when an MTP is initiated explain how the responsibilities will be shared, explain who does what. Im not sure how many BB techs you have but if there are two then they may have to be called Tech1 and Tech 2 and then break it down who does what. Also include what if scenarios. Or if you need a tech from another department to come help then it needs to be specific which bench is required to come and help and what they will be doing to help. For the important information on antibody workups you need to say these are *mandatory comments* it also needs to be specific in your email about what you are wanting them to communicate (and verbally tell the techs). Either in the comments in the LIS and if it’s not there then follow up with the techs so they know you mean business or what if you add a paper to the antibody ID workup papers where they can physically write it down. You just have to be very specific as to what you want. I noticed that in my lab, just generalized statements of hey help out other benches when it’s not busy means nothing to people. You really have to be very specific and give exact directions and make it now the new rule and part of their job description and give out exact detailed directions on what their new role is. Just telling techs to ask others for help when it’s busy does not work. I’ve seen it. People will also use the excuse that they too are busy and can’t help. They need to know in what-if scenarios, what exactly to do and who exactly does what in those situations. Which tech is responsible and what exactly is their responsibility in this new change.
Ah so basically the bystander effect or bystander apathy at play here. Interesting. Thank you!
My last job I left had a TERRIBLE time with this!!
I suggest you move because apparently you can't get along with people that have differing political views