Latest Comments by Jessy_RN

Jessy_RN 25,732 Views

Joined: Sep 11, '04; Posts: 13,438 (3% Liked) ; Likes: 1,392

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  • 2
    Brian S. and wondern like this.

    "I move at the speed of safety", when we are told told in a roundabout way to cut corners to squeeze in more tasks/patients/etc.

    Also, where is nurse's week celebrated in the country? All the places I have worked for at least in the last decade only celebrate and acknowledge hospital week or healthcare week. At my current place, nurse's aren't allowed to even mention the word nurse's week because it's not including of everyone in the building who works in healthcare.

    In case you're wondering, yes, they do celebrate Doctor's week in a very lavish way. Also, bosses day and etc.

  • 1
    wannabeny likes this.

    In my state currently teachers walked out since last Thursday and now got an email that school will continue to be closed due to inadequate staffing.

    The difference? They voted for this and planned it. We walk out and we are abandoning our patients. We request time off for a planned walk out and use our PTO and only 2-3 people will be granted the time if that.

    In a nutshell, they ave us by the galls.

  • 9
    Serhilda, Have Nurse, SobreRN, and 6 others like this.

    Great story and very eye opening. I wish my every place was supportive. I for one, have witnessed them drive nurses to shame, guilty and insanity. Placed in front of risk management, interview after interview to tell the same thing. In front of boss, boss with more people, boss with clinical leads, boss with risk management and ultimately a panel of other nurses to shame and condemn instead. Lastly, the nurse has to make a huge poster and present it to his/her peers and its a never ending saga. Being short-staffed to dangerous levels, overwhelmed and asked to perform mission impossible is never going to be something they accept. It's always the nurse and shame on him/her! Eventually, low self esteem and confidence take a nose dive and people leave the area, or nursing. I have seen it many times in my career.

  • 2
    wannabeny and ICUman like this.

    I am pretty sure anyone with 2 brain cells could put them together and figure it out. What is the other option? Not show up to a mandatory meeting? Quit and hope the next place isn't of the same mentality and with the same agenda? I suppose but there wouldn't be any gainfully employed nurses anywhere.

    What exactly does asking oneself what the read agenda is solving?

  • 2
    TriciaJ and chacha82 like this.

    Everyone and their mother is getting their BSN. Some are waiting to pass NCLEX with their ADN to enroll into the BSN+ because they want to run away from bedside. All these nurses I precept don't want to invest anything, are not motivated to learn because they have made it clear they want to pursue higher education to be managers or work away from bedside. Seems like we have lots of chiefs and not enough Indians. Our current managers have hardly any clinical experience because they went to school to be "managers".

    Then there are the rest of us who would never want to be one, are happy at the bedside and want to be left the heck alone about pursuing further education. I-don't-want-to. I don't care what you think or want for me. If I am phased out due to my ADN then it will be time to find a different career or job. I am not going to turn into a super nurse because you think a BSN is going to turn me into one. I am happy where I am at and just want to be left alone. If I choose to go back it will probably be in an unrelated field to have a back up but not to be a manager! Leave me alone.

  • 2
    Nurse Beth and ICUman like this.

    Every year, at my facility we have to attend mandatory 'pep-rallies' at work. Year in and year out they go over how we need to be more giving, work short to save $$, excuses why we're so poor and can't get a raise, why we can't get acceptable equipment that works, how we need to smile more and give more etc.

    At the end they provide statistics of nurse turnovers and go around the room asking what we could do to "support our baby nurses (new grads) to stay because statistically X% don't make it past a year and X% are gone before year 2.

    Every year we tell them it's getting scarier and scarier to work on the floor. Patient's are sicker and sicker and the expectations/demands greater and greater. We have broken equipment, always short staffed and when we are even barely staffed appropriately, they quickly send people home because were "over staffed"! No one gets an uninterrupted, away from pt care area lunch, ever. When someone requests time off for a vacation they deny it for whatever reason, they have no incentives and no merit pay. They did away with retirement plan, benefits are poor and expensive, they did away with shift differentials and there is no weekend pay differential either.

    They blink a few times then turn it around and say the senior nurses just need to be nicer, more patient and supportive of them. That we all have a job to do and they probably are leaving because the senior staff are just not being nice, supportive and ensuring they stay.

    I wish this was a joke but it is not.

  • 0

    Unless you have worked everywhere, you can't really be sure. Some places are way better than others. I can tell you that from experience. Nothing would make me stay in such an unsafe or miserable situation. Life is too short but this is about your happiness, not mine. Good luck to you!

  • 3

    I know I offer no sound advice other than find another job. Sounds like you enamorous work to employee relationship has expired.

    Welcome to the new healthcare way. The business way.

  • 2
    brownbook and Here.I.Stand like this.

    Teamwork is the only way to do it. We get together and basically get em all done, until the next round in 2 hrs. It sucks yes but must be done.

  • 7

    Quote from JKL33
    This problem won't be solved the way you are coming at it.

    In what other every-day relationship in life can we successfully treat people as a means to an end or a subject to be controlled? None. We wouldn't succeed by treating a spouse/partner that way, nor raising a child, nor maintaining a friendship. Human beings do not work that way. We either care about the people we want to have an ongoing relationship with, or we don't. If we don't care, we won't have an ongoing relationship. Some may say this is different because it's business. Well, I think it holds true, I think I'm right, and the proof is right there for anyone who wants to look at it.

    The thing that some people don't understand is that nurses have always worked in situations where we didn't have endless resources to perform our duties. Nothing new there. The thing that has changed is the idea that all of this is somehow our fault. There have been endless times in my career where patients keep coming in the doors, multiple things are needed at once, patient conditions change rapidly, and we are ROAO the entire shift - but it used to be that someone eventually said, "well done," and "take the best care of the patient that you can and we'll worry about the rest later." There was such an incredible sense of teamwork, belonging, and accomplishment in successfully handling these situations! But I think I would fall over dead if I heard either one of these two things in our current environment. In other words, there was moral support for our efforts. Moral support has currently left the building and been thoroughtly replaced with shame and blame.

    No professional is going to put up with that for very long. Nor should we. Working one less Christmas or floating two less times per year (after 15 years of service???) is not going to endear people to the idea of being repeatedly scapegoated and treated like a thorn in everyone's side.

    If a business can't afford to speak with, treat, and consider adult human beings in a manner consistent with the idea of maintaining an ongoing, mutually-beneficial relationship, then one won't be had. It's that simple.

    As a matter of fact, I believe they very well know this already, which is why they have plans in place knowing they will churn through employees. I personally could not be happier that their careful calculations and accommodations for treating people like sh*t aren't panning out.

    Over time, you cannot pay (most) people enough or throw enough half-hearted "rewards" their way to have them agree to be treated poorly every day, day in, day out. That only works for a time and then you'll simply again be faced with your refusal to have a real relationship.

    ETA: This is the same reason why the "patient satisfaction" game won't be won. There is a difference between treating people well because you care about them and doing things to try to make them feel like you care as a means to an end.
    I wish I could like this a million times over. This has made my entire week. It's such a relief to read someone with common sense and actually gets it!

    I want to just e-hugs you. Thanks for this.

  • 6

    Everyone has good input but as an outsider, if I was new to your unit/facility and you have 'incentives' such as no floating or holidays after 10-15 years I would look at it like punishment. More like I know I am going to be royaly screwed for the next 10-15 years if I stay! No thanks

  • 0

    We don't get any COL raises but every 5 years or so and then it's only pennies. Merit raises do happen but only to the brown nosers and management's pets. The rest of the loyal, hardworking folks always get a meet expectations evaluation and not exceeds as to not qualify. It's part of healthcare politics. We are an expense and not valued or valuable in their eyes no-matter-what-they-tell-you. They lie between their teeth

  • 0

    The alternative is simple and very in your (my) face. If you want to continue being gainfully employed and feed your family, you just do the best you can with what you have and don't rock the boat. Otherwise, you're going to be labeled a trouble maker and at the end still no change. These days, I just want to go to work, do the best I can, stay safe, keep my patients safe and make sure they're pink when I leave. I disconnect as soon I swipe my badge at the time clock and live my life as normal as possible. That is my alternative. The rest of you have my kuddos, high five in doing whatever it is you do to "make a difference". I am tired, beat and life is too short for misery.

    I will cheer you on, on the side lines while staying sane at work.

    Quote from SafetyNurse1968
    What is the alternative? Do you just go to work every day like its a job and hope nothing bad happens? Do you move to another state? What is the ANA chapter in your state like? Are they active? A small donation to the Political Action fund for the ANA or your local ANA would go a long way to making a difference if we all did it. Let's say we all donate $5. Every nurse. That's 3 million nurses. That's 15 million dollars to go towards lobbying. Please don't give up. We need your voice.

  • 8

    Quote from pmcgrady
    This is the American dream. You worked your way out of poverty. The country song think about getting married right out of high school and divorced is a personal choice though unfortunately. Studies show the having BSN prepared students leads to better outcomes. Which is why my hospital system (in the top 5 in the country) requires a BSN within 5 years of employment
    The studies are all full of poo! How many of those BSN's were ADN's or Diploma prepared nurses for a long time before going back for their BSN. All of a sudden the "studies" claim it's because of degree and fail to point out that EXPERIENCE is what truly matters. I have yet to see studies of students who were not nurses prior to obtaining a higher degree. Stop drinking the Koolaid.

  • 2
    Kayauhs and CallLightDisco like this.

    I don't mind commuting; however, keep in mind as PRN you're the first one to be cancelled or asked to stay home, only to be called back and expected to be there in 30 mins. Happened to me. I would be called as I was halfway into my commute and told I was being low censused but not completely off the hook. They would then call me in when admissions were rolling in the door and expected to be there in 20-30. I had to leave that job and ultimately later moved to that town.