New Grad in ICU struggling - page 2
Hi everyone, new to the site and the nursing world. Story in a nutshell: Graduated in May 2009 with a BSN and finally got a job in Florida as a new grad in a critical care program that rotates you through the different units.... Read More
- 0Jan 31, '11 by Catherine,RNEight shifts does seem like a short orientation. My orientation to CVICU was two weeks of classes, than 6 weeks of following a preceptor (18 shifts). (The manager also told me before that if I needed it, she would extend it two additoinal weeks.) You need to feel comfortable before you are on your own. Being quick and recognizing symptoms can save a patient's life!
- 0Feb 8, '11 by dtbrn09I've been an ICU nurse for almost 2 years and when I started (new-grad) I was scared to death I was going to do something that was going to kill someone. My time management sucked and I left feeling like I didn't know anything. As time goes by you don't have to think about every little thing you are doing, it comes naturally and your organization falls into place. When I wanted to throw in the towel, everyone told me 2 years is the point where you feel like you at least have some clue of what you are doing. I now believe them!!! Don't sell yourself short and remember all the things you do know are much more valuable than the ones you don't. There are always resources available and most things are not life threatening. And never forget, 25 mcgs of fentanyl can knock out an airway and make sure you bring any possible med you might need before you head out on your road trip....
- 0Feb 25, '11 by SummitRNOK, I'm still just a nursing student, but I know a thing or two about how people work. It really sounds like it is one of two scenarios. One you might be able to do something about, the other not:
1. Someone doesn't like YOU and so they will nit-pick you and hang you out to dry for frivolous procedural points that everyone else does without criticism and use it as an excuse to ax you. This is because they don't have the maturity to work out a personal problem directly, OR *they* don't see it as a resolvable conflict. The only thing you can do about this is: "Let's be straight forward. I like to be compatible with everyone. It is key to teamwork. If my style and interaction is rubbing you or the unit the wrong way, let's identify that and see if it can be shifted to fit. Not everyone fits in everywhere, but I am willing to try."
2. Pressure from management... it is a bad way to run a show but lots of businesses follow this HR routine:
Management: "OK we need 6 highly skilled people fast. Go find me a dozen of the best cadidates you can and run them into the ground in a super short (cheap) crash course. We figure half will not make the cut."
Training: "OK, great news, 8 made the cut!
Management: "***** We can't keep 8 new employees! Get rid of two of them. Find a reason... make one up if you need to."
This HR style is common in business, but it is really only indicated for emergency staffing. Unfortunately it is used as a SOP and it quite simply screws over valid candidates, souring them from working for that organization again. This hurts the company too, as does the training results of the crash course, even with competent candidates!