Hi everyone. Been working in LTC now for 5-ish years. Been an RN for 20 years. Currently at a facility that is 'rehab' centered and their stays are not permanent. I really enjoy the LTC settings and having the ability to developing the closer professional personal relationships. My problem is dealing with co-workers and can't tune out the negativity. Over the years I suppose I have developed a strong distrust in people's intentions in this field, have seen way to many people lose their jobs over personality conflicts, the squeaky wheel wins 9/10 times, slackers allowed to be slackers, the other typical baggage that includes just plain mean actions. Apologies for being vague not wanting to type a book but what I am asking is how on earth do people tune out the chatter enough to hear so you are not blindsided and at the same time aren't sucked into the drama. New job isn't the answer, in my area staff drama is common and current place is actually an improvment from previous. Could talk to managment, but they gossip freely with the offenders. Sure I can and have expressed my thoughts of their actions, but then I'm 'in a bad mood'. I'm not in a bad mood, I just don't want to hear the BS if there isn't a problem solving aspect to it. I'm there to work and care for these people.
I don't want to hate nursing but I am becoming so miserable and emotionally drained. Has anyone experienced these feelings and suggestions to overcome?
I love that guideline from capecod. I really try to chart on everyone, including any behaviors. I never really liked the charting by exception concept, it seems in LTC almost everyone has something to be monitored or addressed. The medicare does require a little more extensive charting, and I try to rotate the thoroughness of the 'more stable' residents, understanding that time isn't abundant. It feels that in LTC more focus is on getting through the med passes vs assessments and critical thinking.
RN, BSN in 96'. Worked oncology for 2 years, pediatrics for 3 years and LTC 2 years; majority of my working life was doing something other than nursing. Economy changes brought me back into nursing about 2 1/2 yrs ago. Worked p/t as LTC floor nurse for 2 years, the DON kept asking me about my 'goals'. I was thinking it was time for us to part ways and she was thinking ADON; that has been my role for 3 months now.
That role is more natural for me, but turning out to be not at all what I expected. There are many days when I just move from one fire to another and get thrown into things I have to figure out the solution. But the challenge is what I guess I thrive on. So now my plan is to figure out how to address these fires so we can move onto bigger and better things....what I feel we are here to do....provide care on all fronts that makes you feel proud to have done and make the business a buck plus staff happiness and all in between; at least for the majority.
Right now I just feel like I'm spinning my wheels with a long list of issues and what to do with them, I guess I've decided to put myself in the fact finding focus for now.
Our facility is all computerized, charting and MARS. I have never used paper so not sure if I am of much help, but it is so much easier to comply data and for supervisors to check the MARS of the residents from thier desk, without interrupting work flow of the nurse. If a mistake is entered we can either d/c or append the entry.
The majority of the errors I've seen are omission, an entry was forgotten. There are a few that will forget to add a time or start/stop date but when looking at the MAR it will stand out once used to looking at it.
Part of our QA team has an inside joke, don't drink the water it causes stupidity. I hear the complaints and also am struggling with what do with it, inservice...maybe and results better for 3 days. My internal thoughts are can't really expect what I don't inspect/expect but on the other hand it seems that every day is full of fires to be put out and no time to for inpsecting. My sister, not in LTC, feels that I don't do enough re-assuring but on the other hand it feels like doing much 'supporting' you run into developing of non-critical thinkers.
It is a cycle, so what are others doing with what looks like stupidity x more than one situation, write ups?
Hi everyone. I have been nurse for some time, but recently new to supervisory role and this site. I have some random questions that am curious about as well as trying to get a feel for this site.
My first question is orientation for CNA's. How long do you typically have a new cert CNA orient for an am, a pm and noc position. What do you use to determine their level of skill prior to hiring, previously I assumed with the cert that the basics were there but am coming to find out this may not be so true....
Do the DON/ADON wear scrubs or business type clothing, frequency of either working the floor?
My biggest frustration to date is both CNA (union) and nurse (non union) call offs. This has been a long standing problem at this facility, but more on that in a later post.
Hi everyone. Been working in LTC now for 5-ish years. Been an RN for 20 years. Currently at a facility that is 'rehab' centered and their stays are not permanent. I really enjoy the LTC settings and having the ability to developing the closer professional personal relationships. My problem is dealing with co-workers and can't tune out the negativity. Over the years I suppose I have developed a strong distrust in people's intentions in this field, have seen way to many people lose their jobs over personality conflicts, the squeaky wheel wins 9/10 times, slackers allowed to be slackers, the other typical baggage that includes just plain mean actions. Apologies for being vague not wanting to type a book but what I am asking is how on earth do people tune out the chatter enough to hear so you are not blindsided and at the same time aren't sucked into the drama. New job isn't the answer, in my area staff drama is common and current place is actually an improvment from previous. Could talk to managment, but they gossip freely with the offenders. Sure I can and have expressed my thoughts of their actions, but then I'm 'in a bad mood'. I'm not in a bad mood, I just don't want to hear the BS if there isn't a problem solving aspect to it. I'm there to work and care for these people.
I don't want to hate nursing but I am becoming so miserable and emotionally drained. Has anyone experienced these feelings and suggestions to overcome?
I love that guideline from capecod. I really try to chart on everyone, including any behaviors. I never really liked the charting by exception concept, it seems in LTC almost everyone has something to be monitored or addressed. The medicare does require a little more extensive charting, and I try to rotate the thoroughness of the 'more stable' residents, understanding that time isn't abundant. It feels that in LTC more focus is on getting through the med passes vs assessments and critical thinking.
RN, BSN in 96'. Worked oncology for 2 years, pediatrics for 3 years and LTC 2 years; majority of my working life was doing something other than nursing. Economy changes brought me back into nursing about 2 1/2 yrs ago. Worked p/t as LTC floor nurse for 2 years, the DON kept asking me about my 'goals'. I was thinking it was time for us to part ways and she was thinking ADON; that has been my role for 3 months now.
That role is more natural for me, but turning out to be not at all what I expected. There are many days when I just move from one fire to another and get thrown into things I have to figure out the solution. But the challenge is what I guess I thrive on. So now my plan is to figure out how to address these fires so we can move onto bigger and better things....what I feel we are here to do....provide care on all fronts that makes you feel proud to have done and make the business a buck plus staff happiness and all in between; at least for the majority.
Right now I just feel like I'm spinning my wheels with a long list of issues and what to do with them, I guess I've decided to put myself in the fact finding focus for now.
Our facility is all computerized, charting and MARS. I have never used paper so not sure if I am of much help, but it is so much easier to comply data and for supervisors to check the MARS of the residents from thier desk, without interrupting work flow of the nurse. If a mistake is entered we can either d/c or append the entry.
The majority of the errors I've seen are omission, an entry was forgotten. There are a few that will forget to add a time or start/stop date but when looking at the MAR it will stand out once used to looking at it.
Part of our QA team has an inside joke, don't drink the water it causes stupidity. I hear the complaints and also am struggling with what do with it, inservice...maybe and results better for 3 days. My internal thoughts are can't really expect what I don't inspect/expect but on the other hand it seems that every day is full of fires to be put out and no time to for inpsecting. My sister, not in LTC, feels that I don't do enough re-assuring but on the other hand it feels like doing much 'supporting' you run into developing of non-critical thinkers.
It is a cycle, so what are others doing with what looks like stupidity x more than one situation, write ups?
Hi everyone. I have been nurse for some time, but recently new to supervisory role and this site. I have some random questions that am curious about as well as trying to get a feel for this site.
My first question is orientation for CNA's. How long do you typically have a new cert CNA orient for an am, a pm and noc position. What do you use to determine their level of skill prior to hiring, previously I assumed with the cert that the basics were there but am coming to find out this may not be so true....
Do the DON/ADON wear scrubs or business type clothing, frequency of either working the floor?
My biggest frustration to date is both CNA (union) and nurse (non union) call offs. This has been a long standing problem at this facility, but more on that in a later post.
Appreciate responses/input