Calling all ADON's or DON

Specialties Management

Published

Specializes in CCRN, Geriatrics.

Hello all,

I currently work at an assisted-living as a ADON, which has a census of about 80 right now compared to when I started out it was at about 50. I absolutely adore my residents and the family. It brings me so much joy to be able to work with them. However, staffing shortages has grown beyond our control. Our turnover rate is so high. I have fought tooth and nail to try and get Agency in, but our owners will not approve it. The assisted living operates like a skilled nursing facility with high acuity but low ratios due to budget cuts etc. Hence why the turnover rate is rapidly growing. As an Adon I work the floors a lot doing the med pass which I don't mind but I'm still expected to maintain my managerial duties which includes a ton of paperwork etc. We are falling behind with everything. 

Myself and my DON are expected to fill all of the open shifts when nurses or aides leave or call out. To be honest Im exhausted with working my 40 hrs a week plus the weekends due to short staffing. I have opted to resign but it breaks my heart to have to leave. I feel like nurses are not appreciated enough. Are there any other managers going through this? What did you do to change the work culture? 

Quote

I have opted to resign but it breaks my heart to have to leave.

😢 That really stinks and yet sounds like the right decision based on your description of the situation.

Quote

What did you do to change the work culture?

Have never been a manager but based on years of observations I really don't think you can do a lot to change the work culture in the way you are using the term work culture. You can't make a company change their priorities. If their doors are open and they are making money, they are succeeding and likely see very little need for change. Even hospitals and large health systems refuse to care about turnover and no matter what challenge they face they find a way to turn things upside down in their favor and keep right on rolling. 

I know you're feeling down about having to leave but....don't spend much time questioning why or asking what you could've done to prevent this. Life's too short.

Specializes in CCRN, Geriatrics.
JKL33 said:

 

" You can't make a company change their priorities. If their doors are open and they are making money, they are succeeding and likely see very little need for change.

You're absolutely right. Cooperate does not see a need for change despite the 10 resignations letters we received last month. I appreciate your feedback. Management is not easy and often managers don't have a work life balance.  

Cooperatedoes not see a need for change despite the 10 resignations letters we received last month.

 

Sometimes when it's so perplexing why no one is doing anything about (what you perceive to be) a problem, the reason they aren't are because they're actually quite fine with it! I have been around for at least a couple major cycles of experienced nurses leaving the bedside, for example, and spent WAY too much of my mental health wondering why no one cared about these huge shifts in amount of experience at the bedside. Well, as far as I was ever able to figure out, they seemed quite with it and had no problem hiring all new grads, providing them with substandard orientations (which they called "residencies”), and tying them down with contracts in order to pay back their subpar training. 
 

I learned I will never again waste my time trying to plead with anyone, trying to make sense of those types of actions or trying to work in a way to fill in holes they caused with their decision making. 

Specializes in CCRN, Geriatrics.
JKL33 said:

Cooperatedoes not see a need for change despite the 10 resignations letters we received last month.

 

Sometimes when it's so perplexing why no one is doing anything about (what you perceive to be) a problem, the reason they aren't are because they're actually quite fine with it! I have been around for at least a couple major cycles of experienced nurses leaving the bedside, for example, and spent WAY too much of my mental health wondering why no one cared about these huge shifts in amount of experience at the bedside. Well, as far as I was ever able to figure out, they seemed quite with it and had no problem hiring all new grads, providing them with substandard orientations (which they called "residencies”), and tying them down with contracts in order to pay back their subpar training. 
 

I learned I will never again waste my time trying to plead with anyone, trying to make sense of those types of actions or trying to work in a way to fill in holes they caused with their decision making. 

Well said. And to be honest, many of the large corporations just want bodies to fill the voids. Regardless of education or clinical experience. We are pressured into hiring new nurses also despite the fact that assisted-living requires little to no supervision and lots of experience. And what happens is when a new nurses start they usually run for the hills. It's a shame!!  I've witness some of the best nurses and aides leave because they don't feel valued. 

 

 

 

 

 

+ Add a Comment