Share
Thanks to recent HSJ articles about workplace bullying in the NHS, the newsdesk has started to feel more like a Samaritans service. We’ve been deluged with calls and letters, not to mention web responses and forum posts, from readers personally affected by the issue.
It’s not surprising the stories have struck a chord given that 12 per cent of health service workers say they’ve been bullied, harassed or abused at work by colleagues in the past year.
Oddly, a couple of readers have criticised HSJ’s coverage, suggesting the staff survey figures are “exaggerated”. Quite how you exaggerate figures generated by trust employees and published by the NHS itself I’m not sure. Perhaps they’d be less sceptical if they heard the stories of staff suffering panic attacks, insomnia and depression caused by their experiences at work.
Another surprising aspect of the correspondence has been the focus on bullying by managers and chief execs. It’s known that NHS employees are bullied not just by their managers, but by colleagues, those in more junior positions as well as patients. Line managers are more likely to claim they’re being bullied than those without line management responsibility.
Whoever’s to blame, the DH has at least acknowledged the problem and wants to take “bold steps” to improve the NHS workplace. One of these steps is the NHS Constitution, but few people seem to think it’ll have a huge impact. Perhaps staff development is the answer. But are trusts realistically going to invest heavily in training during a recession? Clare Chapman says they will. What do you think?
Have your say
You must sign in to make a comment.
Readers' comments (10)
Derek Mowbray | 9-May-2009 11:47 am
The bullying culture that Sir Ian Kennedy referred to and I and Ken Jarrold, amongst many others, have set out to do something about, is ruining the NHS. This is a culture that is inspired from the top of the NHS, by the attitudes, approaches, behaviours that come from the top - unrecognised by those at the top. This gives 'permission' (ie creates the cultural envelope) that says to everyone beneath that bullying is OK. Because those at the top don't see themselves as being responsible they will wish to say to everyone else that they should do something about the culture, whilst it is they who need to rescue the NHS by creating a culture based on trust, commitment, engagement, resilience, tolerance and ethics. My Code for Engagement with the NHS is an attempt by to make a change through the major professional organisations. I am now working on a Code of Ethical Leadership. If the top of the NHS won't do anything serious about changing the culture then it's down to the rest of us to make the changes. You can obtain a copy of the Code of Engagement from me, and anyone interested in the Code of Ethical Leadership, and who wants to help me get it right, let me know.
Unsuitable or offensive?
Anthony Parsons | 11-May-2009 10:08 am
How do you solve a problem like 'institutionalised' bullying?
I will probably get shot down in flames for this but it seems it is also part of NHS 'culture' that it is not acceptable to put ones head above the parapet, rock the boat or talk about the King's New Clothes, particularly when referring to an abstract 'Agenda for Change'. Just about as many metaphors as I could mix in one sentence there - sorry.
As David Cameron has gone on record this week that "Britain needs massive culture change" which is undoubtedly true and easy for a politician to say in opposition and under the spotlight of the latest revelations of now Tory expense misdemeanours. Isn't the NHS simply a microcosm of this?
I am new to the NHS having spent 15 years in the pharmaceutical industry and 10 years prior to that in academia. Both large organisations, albeit not as large as a single organisation like the NHS. However, it was confided to me by a permanent NHS 'staffer', that the N in NHS is SILENT.
I was engaged (Oh,I am of the contractor 'caste' by the way) initially on the 18 Week Patient Pathway Programme which was really interesing to come into pretty much at the end. As an Informatician and beleiver in netocracy I of course registered with any resource relevant to the programme I could and was invited to register to attend the NHS BAFTA's. I thought this was absolutely brilliant for what in the press is usually a 'bad news organisation' to celebrate success in this way. The key take homes for me were as it was about sustaining the programme:
"Create a plan before, during and after implementation of your improvement"
"Change is inevitable; success is not, leadership is vital."
As the floor was open to questions, and not averse to asking questions as in my experience there are no stupid ones, I asked:
"As a newcomer to the NHS and recognising that it is great to celebrate this success, would it be fair to say, by and large, the NHS suffers with a culture of name, blame and shame?" I would be exaggerating to say you could feel an icy wind blowing tumbleweed through the auditorium, but the honest answer was "Yes".
I am still learning the 'organisational culture' of the NHS. Mostly the brothers name, shame and blame in the land of fear, doubt and uncertainty and whilst I do appreciate and applaud Derek Mowbray's commitment to acountability and responsibility I have grave doubts a 'Code of Engagement' and 'Code of Ethical Leadership' fom him is going to create a resolution that is in any way real. Given that many of the 'institutionalised' problems stem from a hierachical hegemony of homosocial NHS ideotypes, is starting simply and only at the top going to achieve the desired outcome? I have my doubts...
Unsuitable or offensive?
Anonymous | 14-May-2009 1:01 pm
While I'm sure that managers have always bullied, the arrival of medics into management did not help. Bringing their macho culture with them ("I was bullied as a junior doctor and it did me no harm"), given little management training, and sadly sometimes distainful of what they did get, I'm not suprised that my worst experiences were at the hands of an ex doctor with no understanding at all that his behaviour to me, several tiers below, was experienced as bullying. At least in the old days I was bullied by doctors to whom I was not managerially accountable.....
Unsuitable or offensive?
Anonymous | 15-May-2009 4:11 pm
I could not agree more with Anthony Parsons (11th May). I joined the NHS 15 years ago after 15 years in manufacturing industry. I was mightily impressed by many things but "gobsmacked " by the way truth is a continual casualty in the Corridors of Disempowerment. if you want a mixed metaphor, the elephant in the room is wearing the Emperor's clothes! Sadly, I doubt if anything will ever change this. Many people are very accomplished and professional, but the organisation is disempowered by walking through treacle at the goverment's bidding. Clinicians, however, have got much better at customer focus so it's not all bad.
Unsuitable or offensive?
delima balaji | 13-Jun-2009 8:01 pm
i joined the nhs 6 years ago,actualy qualified from india.after2 months of training i started my full time job,and also i start suffering from one of the senior member of staff.she was bullied me very badly.most often refused to help me to help my patients and turned other staffs to turn against me.i used to cry inside the curtains for waiting for some help,that time she and others were sitting and chatting in the nurses station.when i realised my manager was good i informed this matter to her as a formal complaint.from that moment onwards my life was a nightmare.she managed to turn a group against me and i was repeatedly left alone and bullied and vicimised by a group of nurses.4 years i suffered.verbal abuse and ignorence was unable to tolerate,lack of sleep,lack of confidence,career nearly distroyed ,there my manager again tried to help me.even i dont want to go for a formal complaint she took this formaly she and human resourses officer made an investigation lasted nearly two years.
Unsuitable or offensive?
Anonymous | 13-Jun-2009 8:17 pm
continue...
two years of investigation suddenly ended.during the investigation my manager and union rep told me there will be a chance for hearing against the group attacked me,because they got enough evidence.but nothing happened.my manager resigned.my union rep disappeared and i forced back to work into the department without any information.now i am suffering the same thing again,the manager who is incharge is in that group.people are taking it as a pleasure to torture me now.they knows there is nobody there to support me.i am still there because i need to work for my family.i never belive in any policies of nhs.everything is only in papers.authority never want any problems.my advise to any ethnic minority who wants to live happily please be a slave,never respond,because you will be alone.
Unsuitable or offensive?
Anonymous | 9-Aug-2009 2:43 am
I have a pattern of being bullied within the NHS for the last 10 years.
(1) Initially I did not establish any reason for being bullied by my line/manageress - then she bullied me to keep me under her thumb and use me to gain personal advantages within her position.
(2) This time different department for being too efficient and intelligent than the others within the team.
(3) This time the manager (inconsistent management style towars me) and the team (double-standards/hypocrites) is not a good match for me.
Unsuitable or offensive?
Anonymous | 9-Aug-2009 3:09 am
"She is making my life at work miserable"
I work as a Medical PA in an NHS Trust but I am very much hoping to work my way up the ladder, eventually handling my own secretarial team or working at a executive PA/secretary level. I'm well qualified, bright and enthusiastic - often offering to take on extra work and responsibilities. I love my job and really do not want to give it up, but I'm struggling with a woman at work who is making my life miserable. She is a Departmental PA and takes every opportunity to undermine me. Though she is not my direct boss, she insists that everything. When we are in front of our boss she is as nice as anything and seems like butter would not melt in her mouth. I overheard our boss praising her for an idea - one that I would come up with and told her about. Most of the time she ignores me and leaves me with little or nothing to do. It could be my dream job, but I think I might be better off moving on, even though I have only been there three months. What do you think.
Conclusioni: These situations arise with women who feel threatened by another woman's beauty (confident stride and stylish), ambition or intelligence.
Unsuitable or offensive?
Anonymous | 22-Sep-2009 3:00 pm
One of my family members has been a specialist doctor for 24 years and has worked around the country. She has been an ample example of what excellent doctors achieve for their patients. After starting her new job at a hospital where politics is the main focus, she started feeling harrassed, ignored, bullied and demotivated. I am at the verge of tears seeing her this way and I realize how cruel and unstable this situation has gotten. She is not an excellent doctor because I have said so, but because numerous hospitals have recommended her. Now HR and administrative staff are bullying her daily, fabricating evidence and forming gangs for no good reason. I have read allegations against her which are mind blowing, because she chose to continue to give constructive feedback to administrative staff and perform in an optimal manner governed by her profession. She is required to be open and honest and forthright about matters affecting patients. Unfortunately the hospital has failed to provide her with a contract to date, 7 months from the start of her employment, as well as not provided her with the relocation fees due. She has consistently asked for feedback from all employees and until recently there have been no problems reported. It seems that some NHS staff think they can go beyond regulations and are above all others when it comes to making decisions about people, without taking all facts into consideration as they are willing to accept fabricated information and stir others to continue contributing to the pool of nonsense so as to get their way.They also believe that they can make decisions based on no facts, but their own opinions, prior to hearings. It seems that we have given our NHS management staff way too much authority, and not enough control. They provide you and me with a poor service as they fail to retain valuable doctors so as to meet their own needs. They also believe that long standing staff deserve to remain on the payroll of the NHS and not be obligated to do any work in order to facilitate better care for patients, by making an effort. We have let them become too comfortable in their positions, as they feel no threat that justice will be served. They are the kings of their own castles and then we wonder where the governmen funds and our tax money goes!!!
I am completely horrified and I am completely disgusted with what has happened and if you knew the full story you would be too. Someone has to do something, because if this carries on, I can only imagine the state we leaving our hospitals in. Its all got to go with the hands that are running it.
Unsuitable or offensive?
Anonymous | 5-Mar-2010 12:57 pm
I am a Medical Secretary of very longstanding with the NHS, I am being bullied in my new trust, simply because I have highlighted issues that should NOT be happening within this trust and although I only initially highlighted them and asked opinions, I of course refused to do certain things, as I could not moraly do them, having worked for varied trust some with very high standards, my training has been high. It has now come to the point that it has made me ill and I will probably take the trust to tribunal hearing as although I have tried speaking to management this has made matters worse if anything and really gives me no other option. I know one of my colleagues who also joint the trust more or less at the same time as me has resigned and another also wishes to leave. I truly believe in the NHS, but not at this trust, that is for sure.
Unsuitable or offensive?