Healing teams start with accountable care, treat issues, protect patients, and uphold every profession with fairness and clarity.
Tackling toxic behavior in healthcare starts with a structured, fair, and documented approach, focused on actions and their impact on patient care and team morale, not vague “attitude.” Here’s a practical framework to manage behavior consistently and safely.
Key strategies:
- Address promptly and privately: intervene early with a calm, one-on-one discussion about specific actions and their consequences.
- Focus on specific behaviors, not personality: use concrete examples (e.g., interrupting a colleague in a meeting) and explain how they affect the team and patient care.
- Set clear expectations and boundaries: align with a formal code of conduct and outline consequences if behavior continues.
- Listen and uncover root causes: explore personal or systemic factors, offer support like EAP or training if needed.
- Develop a collaborative action plan: create a Performance Improvement Plan with measurable goals and resources.
- Document everything: keep detailed records of incidents, conversations, and outcomes for transparency and legal protection.
- Ensure consistent follow-up: regular check-ins and formal reviews to monitor progress.
- Involve HR and leadership: seek guidance to ensure policy and legal compliance; leaders must model respectful culture.
- Be prepared for a last-resort termination: if behavior persists, termination may be necessary for patient safety and team well-being.
- AI reminder: AI can err, double-check critical decisions and documents.
By cultivating respect, open communication, and accountability, healthcare teams can prevent and address toxicity effectively.
If you’re navigating this in your workplace, you’re not alone, resources and support are available to help you protect patients and your team.
- Resources for healthcare professionals dealing with workplace toxicity
- Employee Assistance Programs (EAP)
- HR and risk/compliance departments
- Clinical supervision and peer mentoring programs
- Legal counsel or employment law resources
Training:
- Conflict resolution, communication, de-escalation, and harassment/discipline policies
- Patient safety and quality improvement teams
- National and state labor and healthcare regulatory guidance
Examples of specific behaviors to document:
- Interrupting others during meetings without justification
- Consistently missing shift handoffs or critical updates
- Disrespectful language toward colleagues or patients
- Unprofessional emails or messaging that undermine teamwork
- Refusal to follow established safety protocols or policies
- Refusal to participate in required trainings or coaching
- Public belittling or shaming of a colleague
- Repeated noncompliance with patient care procedures
- Documentation inaccuracies or omissions impacting care
- Aggressive or hostile behavior toward staff or patients
Documentation should include: date/time, location, people involved, exact behavior observed, impact on care or operations, any prior coaching, and outcomes.
Legal risks of mishandling employee terminations:
- Claims of unfair dismissal or discrimination
- Breach of due process or progressive discipline requirements
- Inadequate documentation supporting a decision
- Noncompliance with whistleblower or retaliation protections
- Violations of privacy and medical records regulations
- Potential wrongful termination claims if procedures weren’t followed
- Increased risk of union grievances or workplace investigations
Proactive, consistent, and compliant processes reduce risk while protecting patients and staff.
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