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SilverBells BSN

Rehab/Nurse Manager

Nurse Manager for Rehab Facility. Graduate Student.

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SilverBells is a BSN and specializes in Rehab/Nurse Manager.

SilverBells's Latest Activity

  1. SilverBells

    Has anyone ever stepped down from a role?

    Not really. There would be no managers left since it is not uncommon for a resident to require transportation to the hospital. My concern stemmed from the DON stating that bowel impactions are reportable since they are also preventable. Not only is the condition not good for the patient, reportable events do not put the facility in a positive light.
  2. SilverBells

    Has anyone ever stepped down from a role?

    As I’ve mentioned previously, I was recently promoted to a Nurse Manager role at my facility. After a text message tonight, I’m now questioning my ability to perform my new role. I was just informed that a patient was being sent in to the hospital for a possible bowel impaction. I’m upset that I didn’t catch this sooner, although really the nurses should be reporting any issues of constipation. I don’t know...it just seems that no matter how nit picky I am, I still miss things. And it seems that the other manager does her job perfectly, even though she comes to work later than I do and leaves earlier. Somehow, she doesn’t mess up, and I’m angry that I did. I’m doing everything in my power to be a good manager but this event proves otherwise. Would you step down from your role if you were in my position?
  3. As a new nurse manager, I hate to admit this, but I have noticed that I have a tendency to gravitate towards certain patients and respond to their needs faster than others. In my position, I'm not necessarily expected to be answering a lot of the call lights, but I do like to help out occasionally as the floor can get very busy. However, I've noticed that I have a tendency to answer a call light faster if it is in the room of certain patients. In particular, there is a resident that I have worked with for nearly four years and, I hate to say it, I've developed a connection with her. Whenever her call light comes on, I'm one of the first to respond to it. She's a quirky little old lady and I enjoy her idiosyncrasies. I have no problems spending significant amounts of time in her room, taking me away from my other duties and other residents. I have a tendency to go check on her even when her call light isn't on and am not nearly so quick to respond to other call lights. Obviously, I know this is wrong and perhaps unprofessional on my part as there are 19 other people who need attention as well. I guess I'm mostly just curious if anyone else has had issues having 'favorite' patients and what you did about it?
  4. The other day, a coworker had mentioned that they found it "disturbing," that every time I'm at work, I smile a lot and/or laugh. Now, this person is known to be sarcastic and joke a lot themselves...but it does make me wonder: Is it possible for a manager to smile and/or laugh too much? Do I need to maintain a 'serious' attitude solely because I am a unit manager?
  5. I just recently accepted a new nurse manager position at a SNF/LTC/Rehab facility that I have been working at for about four years now. This is my first change in roles at this facility, so I haven't quite changed my approach from a fellow staff nurse/colleague to that of a manager yet (I haven't yet completed my second week in this position). Prior to this, I had been working as an Interim Nurse Manager but still had a few shifts as a floor nurse, so it wasn't necessarily 'key' for me to develop a new approach to my relationship with coworkers as it was believed that I would return to working as a floor nurse when they found a permanent manager (it initially wasn't expected that I would accept the permanent position). Anyway...my question is, how do you remain objective in regards to the performance of the floor staff members, especially with those with whom you had a good working relationship with and enjoyed working with? A specific example is this: There are two nursing assistants that I have always enjoyed working with because of their 'fun' personalities. I've always enjoyed their sense of humor and have believed them to have a good work ethic. However, comments from the nurses working the floor suggest to me that they aren't necessarily as amused. They often remark that they hope that patients are getting their showers, that beds are being made, etc because they perceive these aides as being "bored." And granted, they do spend a lot of time at the nurse's station, even in my office, but I've always took it for granted that they were there because their work was already completed. I figured if they were watching football on the Internet there must be nothing else for them to be doing. Now, I'm starting to wonder if I'm letting their humorous personalities cloud my judgement as to whether or not work is actually being completed. There is a "dashboard" that I have access to that can tell me whether or not tasks are being completed, however, up until this point I haven't really been checking it because I've trusted my staff to get their jobs done. So, I feel that's the first thing I am going to start doing, as I feel the comments made by other nurses are my responsibility to look into. However, does anyone have any other suggestions for remaining objective when it comes to evaluating the performance of employees you like? On the other hand, I have no problems holding staff members accountable if I don't necessarily care for them. For example, there was an aide involved with an incident that I had no problem reporting, partly because it was my responsibility to start an investigation. However, I've never particularly enjoyed working with this person, so the potential consequences she would have to face didn't faze me (note: I wasn't out to get her, it was her own behavior that required reporting. I just didn't feel bad about it). Also, it makes me wonder if I would have difficulties investigating the staff members I do enjoy work with if circumstances would require me to do so. In other words, I am concerned if potential "favoritism" may be affecting my performance as a manager, and if so, how can I correct this? Thanks
  6. SilverBells

    A Nurses Christmas Poem

    Love this! Thanks for sharing
  7. SilverBells

    To mind own business or...

    Is it possible the first dose was obtained in another manner? Back up pharmacy, E-kit, etc. That could possibly explain why one isn’t missing from the bubble pack.
  8. SilverBells

    Not eligible for rehire

    Hmm, I'm not entirely familiar with how that works. However, my thought is that if they specifically told you that you are not eligible for rehire, that you would not be offered a position at that employer. I feel that, at least for a period of time, it probably would not do much good to reapply at that employer. That doesn't mean your career is ruined, though. There are plenty nursing jobs and employers to choose from. Having this history could possibly make it difficult to get some of your preferred jobs, but I can't imagine that it would make it impossible to ever get a nursing job, especially if this is a first-time thing for you. Things/life happen, you just need to prove that you can be a reliable employee, and it will likely be at a different employer than the one you would like to work for. Don't fret too much, though...sometimes not being hired by "preferred" employers turns out to be a good thing. I am hoping that others who are more familiar with this terminology can chime in and offer their advice. Meanwhile, I wish you good luck
  9. SilverBells

    Did I already screw up my nursing career?

    There are many nursing jobs out there. You will find one, even if it means working outside of the hospital. Don't worry so much about the prestige of the organization you are working for; be more concerned with the orientation process, whether or not you could feel comfortable working in the facility/hospital, how welcoming the staff are, etc. As a new grad, you need experience, not necessarily prestige; "Top 10 Hospitals" aren't always what they seem. My thought is to possibly leave the nurse residency off of your resume as you were only there 2 months and it was not an experience that could positively impact your chances of being hired (Note: this is risky in case a hiring manager were to find out about the residency...but, especially if you left on your own accordance, no one should care too much about a 2 month residency. Eventually it will be irrelevant to your experience). Good luck! It's discouraging when a first job doesn't work out, but you might find that the second job you land is what you were supposed to be doing all along.

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