Chaplains are part of the IDT and that means
they are susceptible to hearing gossip.
Word of caution: If you intend to maintain your integrity, you will be
above gossiping. Instead, you will be
part of the solution to the problem of Gossip.
Consider these statistics: Depending on what source you use (and they
are very close in their findings), An active gossiper burns 65 hours of
productivity per year. You realize that
this over a week and half of wasted time.
Yes, I am speaking as an administrator, but I realize my audience is
comprised of the most ethical and moral of all persons. Surely, you find this unacceptable. Further, 86% of gossip regards corporate
challenges. Is it any wonder that gossip
is so destructive?
According to Teamworks (http://teamworks-works.com/venting-or-gossip-in-the-workplace/),
this is a brief list of how destructive gossip is in the workplace. Gossip:
o Decreases
productivity: It is a time waster.
o Compromises
professional standards.
o Makes
problem areas worse.
o Causes
pain, resentment and distrust.
o Management
spends enormous energy finding out “who said what.”
o Workers
lose confidence in management if it’s allowed to continue.
If much of the gossip is about corporate
challenges is there a way to discuss the problems without gossiping? Remember, gossip is based on conjecture and
very short of facts. In each meeting I conduct with my Chaplain Team, I have an
agenda item devoted to “Rumors”. The
reason I do this is give the Chaplains a safe place to discuss any issues that
they have heard about so I can arm them with facts. Facts dispel gossip. If you are in healthcare, you realize the
friendly environment which existed to do the work of hospice is no more. Change is all we have seen in the previous 3
years. It’s frustrating to keep up with
all the CMS decisions. Upper management
must be nimble and quick to guide the ship of hospice. That often translates to instability and
capriciousness. Trust me, that is far
from the truth. To keep the hospice out
of the ditch, changes must be made. For
instance, the new reimbursement model is the U-shaped model. This affects nurse visits, social worker
visits and Chaplain visits in the last 2 weeks of the patient’s life. Reimbursement is dependent on the increased
care for patients in this time frame.
Chaplains are busy, but must make extra effort to see their patients on
Supportive Care. It’s a change. It takes extra time. It disrupts a Chaplain’s visit rhythm. But, it’s not optional, it is mandatory. Our Chaplains know they can vent their
frustrations to me. I encourage
that. It’s better to vent to me than to
others on the IDT as that would hurt morale and wound the Chaplain’s
reputation.
How do handle gossip in your workplace?
No comments:
Post a Comment