While everyone’s situation and needs are different, at some basic level, there is a distinction for most of us. What matters the most to you?
Case 1
ED worked overtime again on a COVID-19 unit. He was exhausted and felt let-down by the management. He tried to make some suggestions that he felt would improve efficiency in meaningful ways and improve patient care, but sadly, his suggestions did not result in change. In addition to these difficulties, he felt the sting of being called down for what he perceived to be minor infractions. He was beginning to think of taking his five years of experience and moving to the cross-town hospital that reported high nursing satisfaction rates. His friend from nursing school that worked there gave him glowing reports of her floor’s structure and management. He realized, based on his friend’s reports that he would make slightly less than he was currently making.
Case 2
Shirley took a night job to make ends meet. The added money really helped with the bills she faced but she still found herself coming up short month-to-month. She enjoyed the job very much and liked the night pace on her med-surg unit. Her supervisor was simply the best, and her co-workers turned out to be friends. When she made suggestions that she felt would benefit patient outcomes, she felt like the management paid attention. If they didn’t implement them, they usually provided some feedback and at least some type of reasoning behind their decision. In spite of really loving her job, she recently applied for a position that had a slightly higher pay rate in addition to a sign-on bonus. She was seriously considering the switch even though she would hate leaving her group.
Depending on location, nurses’ salaries vary. The differences between California, New York and the Deep South are striking but the cost of living also has an impact. Statistics measure hourly wages but are less helpful in measuring quality of life. Cost of living calculators would show, for example, that it is considerably more expensive to live in Los Angeles than in Nashville. How do you decide where to work and live? Or whether to stay or move?
Nursing as a profession continues to evolve and command respect. Nurses of all levels of educational preparation have opportunities to pursue continuing education, as well as specialized certifications. As nurses pursue professionalization and join together to speak out locally and nationally, the profession continues to gain ground and prestige.
Although nursing has benefited from the public’s increased appreciation for their role, individual nurses continue in the struggle of maintaining a living wage and also being heard. Reimbursement is important, and so is respect. Nurses want to be able to survive and thrive on their earnings. Nurses also want to have a voice at the table and partner with management to have meaningful input on all aspects of patient care. Too many times, nurses end up feeling alienated from management that appears to disregard their input.
Many studies attempt to study the basic questions of “what makes nurses leave” their place of employment and also “what can we do to keep our nurses?” It is hard to answer these questions in a generic way since nursing practice encompasses myriad places of employment, skill levels, and working conditions. “Work-life interference and high workloads are major threats to nursing retention while challenge demands and higher levels of self-efficacy support better retention.”1 The study goes on to point out that to retain nurses, organizations must look at both job demands, job resources, personal demands, and personal resources. “Solutions that address the anticipated nursing shortage should focus on reducing burnout and enhancing the engagement of Registered Nurses (RNs) to improve retention.”2
The pandemic has brought nursing as a profession into sharp relief. Simultaneously admired and vilified nursing as a profession presents more opportunities and options. The days of starting out at one hospital and staying there for an entire career seem anachronistic. Nurses are finding their skills to be portable. They have opportunities to seek out increased respect and increased pay as their particular situation demands.
What do you see as most important? Respect or reimbursement? How about at your job? Do you feel like your management listens? What about your pay? Do you struggle with wanting to leave and do something else so that you can enjoy a better quality of life? Or maybe just so you can get by? How do those two things weigh in your work-life balance? If you could speak frankly with your managers about your concerns in this arena, what would you say?
Specializes in LTC/Rehab, General Hospital Medical.
I like the idea that money = respect (or at least part of it). Have you ever been somewhere where they refuse to pay you more? The respect goes out the window!
At this point in time, I can't afford to care about respect; I'm the primary breadwinner and I've got mouths to feed. What I do care about more than money is whether administration is supplying me with the resources I need to properly perform my duties. This includes staffing and working equipment. When provided with neither, my license can be at risk due to inadequate care.
Provision of resources isn't a sign of respect, it's basic management skills and common sense. It's about time the higher ups realize that.
Yet I would argue the lack of staffing and supplies is a form of disrespect. If a hospital can't even supply the basics necessary to do a safe and good job, then they don't deserve their nurses and staff!
It's convenient for them to blame covid, but I don't think that is the main reason for the nursing exodus. Where I worked, management deliberately cut staffing to the bone, eliminating transport, HUCs and CNA's. This lead to nurses quitting even before covid, so by the time covid arrived we were already in dire straights.
They would then throw money at us to pick up OT as much as $20-30/hr bonus. So for the few people where money was a prime motivator they made out well. But you knew going in you would be short staff and supplies so most of us didn't pick up. In this situation, they further antagonized the nurses by telling them they planned to float us to sister hospitals in nearby cities as if we were widgets and not even float pool. Well that only made more people quit and they never had extra staff to send anyway.
For me it was a deal breaker and I quit and retired early rather than deal with their disrespect and disregard to staff and patient safety. Things have only gotten worse, I heard JCAHO gave a surprise visit after a patient death. Now they are going to get travel nurses and travel techs, but why did it take a sentinel event and JCAHO to do the right thing!
Yet I would argue the lack of staffing and supplies is a form of disrespect. If a hospital can't even supply the basics necessary to do a safe and good job, then they don't deserve their nurses and staff!
It's convenient for them to blame covid, but I don't think that is the main reason for the nursing exodus. Where I worked, management deliberately cut staffing to the bone, eliminating transport, HUCs and CNA's.
Seriously, did we work at the same hospital?! This is exactly what my working environment is like right now.
Perhaps I should clarify my statement. Yes, providing the staffing and supplies we need can be a sign of respect, and vise versa, but it's also cost effective. Administration doesn't need to respect the staff to realize that the current system is not viable. It's impossible to do a proper job when there is no on else left to do it. Hospitals are loosing money due to decreased patient satisfaction, law suits, fines, and the need to train massive amounts of staff from scratch.
Even when we were well staffed, I often felt disrespected by various colleagues or administrators. Staffing made me feel safe, not valued.
For me, I don’t think it’s choosing between money and respect but being heard/having a good team/patient safety and being able to afford to live on the salary I make. I am in a job now where I like my team and for the most part, I like the patients and actual job. However, I do need to afford to live….and have been looking at other jobs that have a better salary and better insurance.
I think in most places, administration is all the same. They can put on smiles and a show, but when it all boils down, they don’t hear what we are saying. Management can be iffy depending on the job. Some people places have really good management and some are just OK. I think as for respect or along those lines - everyone deserves to grow, to learn, to be accountable and responsible in their roles, to be heard, to feel their patients and licenses are safe, and to take pride in their role. However, at the same time, money is needed to survive in this world.
Sometimes the grass is not always greener at other employment….but sometimes it is. And sometimes change is needed.
Both! Respect is working your a!% off all year and being appreciated (respected) through a good pay increase!!
That is at a bare minimum. True respect would have included adequate PPE, not having it locked up and being told to reuse your simple mask and then when they gave you a TB mask making you return it to be irradiated and given to another person! Also respect should have included hazard pay and a raise which my hospital refused to do. The competitors did offer hazard pay. So smart nurses quit the dump and went to the better competitors and I'm very glad for them!
vintagegal, BSN, DNP, RN, NP
341 Posts
Because it’s 2021 and all adults are having a big problem respecting one another I think respect is most important for me.