"To do what nobody else will do, a way that nobody else can do, in spite of all we go through; that is to be a nurse." Rawsi Williams
Who Really Understands What Nurses Do?
The truth is, many people don’t.
They see the tasks we perform but not the expertise behind them. They witness us checking vitals, administering medication, or assisting with hygiene, and assume that’s all there is to nursing.
But nursing is not a job defined by routine tasks. It is a profession rooted in critical thinking, compassion, technical skill, and autonomous decision-making. Yet time and again, our role is simplified, shrunk into a sentence, reduced to stereotypes, or misunderstood entirely.
It’s time we change that.
We need to reclaim the conversation and redefine our role, not just for ourselves, but for the future of healthcare. Nursing is leadership. Nursing is advocacy. Nursing is science. It’s coordinating complex care plans, managing emergencies, guiding families through difficult decisions, and championing patient rights when no one else will.
We must challenge the outdated lens through which nursing is viewed. Because until we do, the public will continue to underestimate the value we bring, and that misunderstanding can cost lives.
So let’s be bold about what we do. Let’s speak up. Let’s show up. Let’s teach the world that nursing isn’t “just” anything
It’s everything when it comes to patient care.
Stop Saying Nursing Is a Calling-It’s a Profession
Let’s be clear: nursing is not a calling. It’s a profession greatly rooted in science, skill, education, and critical decision-making. Calling it a "calling" may sound noble, but in reality, it’s often used to romanticize or justify the challenges many of them man-made that nurses face daily. From understaffing and poor remuneration to unsafe work environments and emotional exhaustion, these issues aren’t part of some divine vocation. They are systemic problems that require practical, policy-driven solutions. As nurses we didn’t sign up to be martyrs. We are trained to be competent, respected healthcare professionals, deserving of fair treatment, proper compensation, and a safe, supportive working environment.
When Blame Becomes a Bandage: Rethinking Negligence in Nursing
One question always lingers in the background of public discourse: “But what about the nurses documented to have been negligent?” It’s a valid concern, one that demands careful, contextual reflection. I can’t speak for every nurse, and I won’t defend wrongdoing but what I can do is ask: from what lens are these cases being viewed? Too often, the scrutiny is one-sided. The public sees the outcome, not the environment that created it. Many nurses operate in toxic systems, hierarchies where dysfunction starts at the top and trickles down to the caregivers. Workplaces where policies contradict practical realities. Where expectations rise, but support doesn't. Where the scope of practice is clearly defined, yet routinely denied in execution. In such systems, errors become more likely, not because of incompetence, but because of burnout, moral distress, and systemic failure and because nurses are the ones constantly present with patients, they become the easiest targets for blame, expected to manage crises they were never equipped to handle alone. It’s not an excuse. It’s a reality. A reality that becomes clearer to those who understand grief, trauma, mental health, and the emotional toll of caregiving because the truth is: while one incident may be manageable, repeated exposure to high-stakes suffering without relief renders even the strongest nurse humanly inept at some point. Negligence should never be ignored, but neither should the system that cultivates it. Until we start evaluating these situations with empathy, understanding, and systemic awareness, we will keep confusing cries for help with acts of harm.
Rude Nurses? Let’s Talk About the Culture Behind the Curtain
We’ve all heard the stories, or lived them. The nurse with the curt tone. The one who snapped instead of soothed. The one whose words felt more like a warning than a welcome, but before we reduce these individuals to one trait or label the entire profession, we need to pause and ask: Why are some nurses rude? The answer isn’t always simple because human behavior is shaped by both nature and nurture—and nursing is no exception. Some people, yes, may simply lack empathy. But for many, it’s a learned behavior often shaped by training environments where kindness wasn’t modeled, or workplaces where survival meant keeping emotions in check. When nursing schools operate on hierarchy and fear rather than mentorship and support, that culture spills into practice. Then there’s frustration the deep, unspoken frustration. Many nurses invested years of effort, late nights, grueling exams, and emotional strain to earn their license, only to step into a system where their worth isn't reflected in pay, respect, or working conditions. Schedules are brutal especially in the private sector and sleep is rare. This often leads to our personal relationships suffering. Poor pay then results to our Finances being stretched and with every sacrifice, the gap between what we hoped for and what we face grows wider. None of this justifies mistreating patients. But it does help us understand where the sharp edges come from. Change won’t come by calling nurses out, it will come by calling systems in. We need to improve how we train, support, and reward our healthcare workers. We need to model kindness, offer mentorship, and ensure that those giving care are cared for too, because sometimes, all it takes is one healthy, empathetic environment to turn a once “rude” nurse into a remarkable one.
Navigating Different Encounters with Nurses: A Practical Guide for the Public
Whether you've had a positive or challenging experience with a nurse, understanding the context and responding with awareness can significantly improve not only your experience but ours too. Behind closed doors, nurses are often reminded to act from a place of awareness and emotional intelligence. However, based on everything we've just unpacked, how realistic is that expectation in every situation? The truth is, we can always try but the chances of success are far greater when awareness and empathy are shared responsibilities, not burdens placed on one side alone. To support that shared effort, here are some practical tips for navigating various encounters with nurses:
1. If You Feel a Nurse Is Being Rude or Cold
Try This:
- Stay calm. Don’t escalate. A harsh tone may be the result of burnout, not personal animosity.
- Use respectful curiosity. “You seem a bit rushed, can I ask when might be a better time to talk?” opens the door without sounding accusatory.
- Offer kindness. Sometimes, a simple “I know it’s been a tough day thank you for being here” softens even the hardest exterior.
Nurses often carry emotional burdens and deal with back-to-back patients. A little empathy goes a long way in humanizing both sides of the encounter.
2. If You Feel a Nurse Is Negligent
Try This:
- Speak up calmly but firmly. “I’m concerned about how this was handled—can we go over it together?”
- Document details. If something feels off, note the time, actions, and outcomes. Be specific.
- Escalate responsibly. Use proper channels talk to the nurse manager or patient advocate before assuming ill intent.
Systems often fail nurses just as much as they fail patients. Before placing blame, make sure you’re seeing the full picture, and don’t hesitate to involve someone who can help clarify or intervene appropriately.
3. If You’re Confused About What a Nurse Actually Does
Try This:
- Ask questions. Nurses are educators too. Ask: “Can you explain what your role is in this process?”
- Avoid assumptions. Don’t refer to them as “just the assistant” or “the helper.” Nurses are autonomous professionals.
- Respect their judgment. They assess, plan, and make critical decisions not just follow orders. However, if in doubt its within your legal right to seek a second opinion.
Understanding their role builds trust and enhances communication, making your care more collaborative and effective.
4. If You Meet a Nurse Who’s Truly Exceptional
Try This:
- Say thank you—with specifics. “The way you explained my treatment plan made all the difference.”
- Leave a review or write a note. Nurses rarely get credit for their wins.
- Nominate them. Many hospitals have internal awards or recognition programs.
Positive reinforcement strengthens morale and helps shift the culture of nursing toward one of pride and respect.
5. As a Patient or Caregiver: What You Can Do to Support Nurses
- Practice patience. Nurses may be handling life-or-death situations in other rooms.
- Be honest and clear. Speak up about your needs, but try not to demand immediate action unless it’s urgent.
- Be a partner, not a passive recipient. Engage in your care by asking questions and taking notes.
- Advocate for systemic change. If you notice staff stretched thin or unsafe conditions, talk to hospital leadership. Complaining to the nurse caring for you just reinforces their frustration and in all honesty what do you want them to do. Unless they are the leader themselves. Advocacy isn’t just for insiders.
6. As a Fellow Nurse or Healthcare Worker
- Model empathy. New nurses especially need kindness, not criticism.
- De-escalate, don’t humiliate. Support your peers privately and constructively.
- Speak up for culture change. Push for better training, mentorship, and emotional support structures.
In summary, let’s build a culture where empathy and accountability coexist, where we as nurses feel safe to care, and patients feel safe in our care. Behind every nurse is a human being, sometimes hurting, sometimes healing but always trying. Understanding our world doesn’t excuse poor behavior, but it can transform how we all respond to it.
“Self-care is never a selfish act - it is simply good stewardship of the only gift I have, the gift I was put on earth to offer others. Anytime we can listen to true self and give the care it requires, we do it not only for ourselves, but for the many others whose lives we touch.”Parker Palmer, Let Your Life Speak: Listening for the Voice of Vocation
Most recently I received a phone call from a friend informing me she had excruciating back pain and had been rushed to the hospital. She further informed me that she would be undergoing an urgent MRI spine. She had received so many analgesics but nothing seemed to help. Upon hearing this my heart skipped a beat. For a moment so many thoughts crossed my mind. "Does she have a spinal disc bulge? Is it a spinal cord compression? What is going on? Oh! God let there be no spinal injury of whatever kind." I mumbled this prayer so many times as I prepared to go check up on her. I did check up on her and now she is doing much better. The MRI was done it turned out clear which was a great relief for all of us. The excruciating pain was well managed and in a few days, she was back home. To prevent the recurrence of the problem she was just advised on one simple thing. To always comply with workplace ergonomics.
Have you heard of it? Do you know what it means? Do you always apply it? Does its application or lack thereof affect your productivity levels? Don't be baffled by these many questions, just keep them in mind and read through. You will have answers by the end of this.
Ergonomics is simply defined as the study of people's efficiency within the work station. The Marriam Webster dictionary defines it as 
According to the CDC, "Musculoskeletal disorders account for nearly 70 million physician office visits in the United States annually, and an estimated 130 million total health care encounters including outpatient, hospital, and emergency room visits. In 1999, nearly 1 million people took time away from work to treat and recover from work-related musculoskeletal pain or impairment of function in the low back or upper extremities. The Institute in Medicine estimates the economic burden of work-related musculoskeletal injuries(WMSDs) as measured by compensation costs, lost wages, and lost productivity, range between $45 and $54 billion annually. Furthermore, they concluded that according to Liberty Mutual, the largest workers’ compensation insurance provider in the United States, overexertion injuries cost employers about $13.4 billion every year."
In a previous post, I have discussed occupational health and safety(OSH) in relation to workplace violence
Common workplace muscular injuries can be categorized as 
Common risk factors include
Recommendations to employers