Should I run from this job??

Nurses General Nursing

Published

  1. What to do about this situation...

    • 11
      Keep working, lead by example, document errors.
    • 22
      Run today! Get away from this law-suit waiting to happen.
    • 0
      Accept that this is the way it is. Relax your standards. Who cares?
    • 3
      Speak to the Docs/Owners of the surgery center. The manager will hate you, but something might change.

36 members have participated

I was an OR circulator for a hospital with six ORs, for nine years. I left town for a while and when I came back I had the opportunity to work at a small specialty surgery center. The similar pay, no nights/weekends/call made me say yes to the new job.

My problem is, six months later, that despite my speaking to the manager, speaking in staff meetings, and speaking to the staff, errors keep being made. The serious kind. Wrong site on consent forms (signed by three different staff members by the time I find it). Wrong name on chart or on schedule. Wrong side said in time-out. Some of the staff and the docs seem very casual about this (and about their sterile conscience), and don't seem to see the need to do better. I get the feeling I should shut the **** up.

I'm afraid this is an accident waiting to happen, and I don't really want to be a part of it. I have started looking for another job. Am I over reacting??

Clearly you're a special person ;)

"It's not my problem" is not my way either, which is why I've spoken up in staff meetings and to the manager, multiple times. Buy I have no managerial experience so am unsure of what processes to recommend for performance improvement. Don't think they need to reinvent the wheel. I'm sure there are systems out there to eliminate some of these problems, but I've been giving the benefit of the doubt for six months, and now I have reason to believe that laziness and lack of work ethic might be involved.

Clearly you're a special person ;)

"It's not my problem" is not my way either, which is why I've spoken up in staff meetings and to the manager, multiple times. Buy I have no managerial experience so am unsure of what processes to recommend for performance improvement. Don't think they need to reinvent the wheel. I'm sure there are systems out there to eliminate some of these problems, but I've been giving the benefit of the doubt for six months, and now I have reason to believe that laziness and lack of work ethic might be involved.

Not sure why the snarky "special" comment directed at me. The not a not my problem sort was a general comment partly in response to the many comments to your post, not just yours.

A question was asked and I answered it based on my experience which I stated up front. I don't know your background or whether there would be commonalities but I tried to clarify my perspective in case there wasn't.

Not sure why the snarky "special" comment directed at me. The not a not my problem sort was a general comment partly in response to the many comments to your post, not just yours.

A question was asked and I answered it based on my experience which I stated up front. I don't know your background or whether there would be commonalities but I tried to clarify my perspective in case there wasn't.

The one thing that I hate about forums is that you can't see a person's face to determine exactly how a comment is meant to be taken. I didn't read that comment as snarky, though that may have been the intent.

I think that it actually does take a special person to not just up and leave a bad situation such as this after it has been pointed out multiple times. Many people would leave as soon as possible and have the "not my circus, not my monkeys" mentality.

Honestly, I wouldn't walk away from a no weekend/no nights/no calls job...

There are worse things than working weekends, nights or on-calls. In this case, I think the potential for liability/legal issues supersedes the nice schedule and good pay.

No offense intended.

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