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How not to implement changes (vent)

Nurses   (1,134 Views 7 Comments)

Rose_Queen is a BSN, MSN, RN and specializes in OR, education.

5 Followers; 4 Articles; 104,616 Profile Views; 8,915 Posts

So, my OR recently had a change in management. There are many changes being implemented, and I can say one that directly affects me was implemented in an incredibly unprofessional and poor manner.

I work in CV surgery; we start 45 minutes before the rest of the OR. Now, they're telling us that only part of our team may arrive at the scheduled time- the rest are going to be expected to show up when the rest of the OR shows up. This was announced yesterday and supposed to be implemented today. Zero notice. Manager's response when called on how it was handled? "It's less than an hour".

That is seriously a slap in the face. That 45 minutes can affect child care arrangements. That 45 minutes can mean having to reschedule or cancel doctor/dentist/therapy appointments that were made with the set shift in mind. That 45 minutes can mean not getting to see the spouse who works the opposite shift. It is so much more than "less than an hour". Even worse? We won't know what time we're expected to show up until about 9pm the day before.

It is a way to alienate an entire specialty team. It is a way to have many members of that specialty team hitting the pavement looking for new employment- even if it means a pay cut. In fact, in the last 24 hours, 4 members have secured interviews for employment elsewhere. That's a full third of the specialty team. What happens to quality of patient care when those people choose to leave? The rest of the OR isn't trained to work in this specialty.

This is why employers need to value their employees. Show them respect. Have discussions before making changes dictatorially. Get their input. Otherwise, they will vote with their feet, and patient care will suffer. Human lives. That's what needs to matter- not the bottom line.

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Boomer MS, RN has 17 years experience and specializes in Med Surg/ICU/Psych/Emergency/CEN/retired.

509 Posts; 4,585 Profile Views

So, my OR recently had a change in management. There are many changes being implemented, and I can say one that directly affects me was implemented in an incredibly unprofessional and poor manner.

I work in CV surgery; we start 45 minutes before the rest of the OR. Now, they're telling us that only part of our team may arrive at the scheduled time- the rest are going to be expected to show up when the rest of the OR shows up. This was announced yesterday and supposed to be implemented today. Zero notice. Manager's response when called on how it was handled? "It's less than an hour".

That is seriously a slap in the face. That 45 minutes can affect child care arrangements. That 45 minutes can mean having to reschedule or cancel doctor/dentist/therapy appointments that were made with the set shift in mind. That 45 minutes can mean not getting to see the spouse who works the opposite shift. It is so much more than "less than an hour". Even worse? We won't know what time we're expected to show up until about 9pm the day before.

It is a way to alienate an entire specialty team. It is a way to have many members of that specialty team hitting the pavement looking for new employment- even if it means a pay cut. In fact, in the last 24 hours, 4 members have secured interviews for employment elsewhere. That's a full third of the specialty team. What happens to quality of patient care when those people choose to leave? The rest of the OR isn't trained to work in this specialty.

This is why employers need to value their employees. Show them respect. Have discussions before making changes dictatorially. Get their input. Otherwise, they will vote with their feet, and patient care will suffer. Human lives. That's what needs to matter- not the bottom line.

Amen.

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3,726 Posts; 23,716 Profile Views

Let the team get together and problem solve their dept's needs and issues. That's the best way to achieve buy in and ownership.

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LibraSunCNM has 10 years experience as a MSN and specializes in OB.

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What was the reasoning behind the change? Sounds bizarre.

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Rose_Queen is a BSN, MSN, RN and specializes in OR, education.

5 Followers; 4 Articles; 8,915 Posts; 104,616 Profile Views

Let the team get together and problem solve their dept's needs and issues. That's the best way to achieve buy in and ownership.

We tried. It went nowhere.

What was the reasoning behind the change? Sounds bizarre.

Basically, to make it more convenient for the charge to relieve us when we get pulled into other specialties. They always seem to forget we leave earlier and don't sent us relief, thus ending with us on OT.

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Rose_Queen is a BSN, MSN, RN and specializes in OR, education.

5 Followers; 4 Articles; 8,915 Posts; 104,616 Profile Views

where are the docs in all this?

They have zero involvement. As long as they can show up and do the surgeries, they don't care. They aren't facility employees.

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