Should I tell my manager I applied at another facility?

[nlhnurse1982]

So I am finally experienced enough to interview for a top rated hospital that has a phenomenal ICU and is a level 1 trauma center. This is the place I have dreamed of working for quite awhile. I am going to be interviewing with the ICU manager and I still have not told my current manager.The issue is my current manager has made it hell for anyone to try and transfer in house and has treated other nurses who have resigned to move to another facility like crap not to mention she has lied to other managers about employees. So I figured I would not tell her I applied elsewhere unless I got a call back which I did yesterday. So I am not sure how to approach this with her. And my second question is the nurse recruiter asked me why I hadnt told my current manager and I was honest and told her that she has made it difficult for other employees to leave in the past so I chose to wait, was that a mistake? I really do not have anything good to say about my current manager or the facility to work for except that I love and will miss my coworkers so I am nervous about any questions that I might be asked about my current employer. Should I act like pollyanna and sugar coat everything or should I be try to honest without "bashing" the facility/manager. I dont want to blow this chance so any advice would be so appreciated especially from hiring managers. Thanks so much in advance!

[Idontknowbetter]

No way. Never. 2 weeks notice AFTER you have secured and signed onto an official starting date.

[vivacious1healer]

I find this a very interesting discussion, as a handful of us on our floor are going through this now. We are burnt to a crisp at our unit, have all been there at least 2 years, and are just ready to move on. All the problems w/ management are there, will never change -- and we'll probably walk into NEW problems, but we just need a CHANGE so badly!

So here I am, with a good recent job eval, yet I do NOT want to allow them to contact my boss, because I know very well from watching what has happened to other nurses who tried to leave -- they were instantly written up for minor offenses that somehow were never a problem before. Manager uses them to "hold" the nurse on the floor for an additional six months or so -- how she accomplishes this, I have no idea. And thus, the infighting and resentment begins. It's such a morale destroyer -- I have no idea why managers do this!

I mean -- how is one to ever gain knowledge and experience in different areas of nursing, if you're never allowed to move from one unit to another? Why can't they just get it that we just would like to gain knowledge and find our niche? I havent' found mine AT ALL, and want to leave so bad I can taste it.

I feel that nursing is a different deal from other jobs. I for one will NOT allow them to contact my manager, and will tell them why if they ask. It's just a known fact that anyone who tries to leave will be punished.

It's like livng in Hotel California at my unit!

I can so relate to your post! I have been trying to transfer off my unit for the last 1 1/2 years. But despite my excellent evaluations, years of experience, and no disciplinary problems, I have only had one opportunity to interview for a job (out of 5 transfer requests). I have learned from others that I am seen as being 'too vocal' with my concerns and complaints aka trouble maker. Managers do not welcome this to their units.

[Katie5]

Its completely reasonable to tell anyone you are interviewing with that you are not comfortable having them contact your current employer, because you don't want the interview process to negatively affect your current work experience. I've done that before (albeit, not with nursing, but with professional positions).

You should share any other offers with your current manager, so she has the chance to match or exceed them. But no reason to tell her/him anything until you have an offer on the table!

The thing about this kind of set-up, is people go into the "me" mode. Okay, so if she does this, does it mean should do this later to our hospital?Stuff like that.

Why do managers have to be so darn difficult. Someone gave them a chance for advancement, why can't they simply give another the same?

[caroladybelle, BSN, RN]

use your co-workers (the ones you trust) as references and don't say a word until the other place hires you then give your notice

I did this, and used the night shift ADONs as references. Given that I was a nightshifter, and my manager never saw my work (strictly 0830 to 1630), they knew my work better than she did.

[carltjm3]

Good to hear you are moving on.

I just interviewed in 4 places and in all cases I told them not to contact my employer until job offered. I was offered all 4 jobs and none did contact my manager. Went back to my former state, gave them 2 weeks notice and off I am back in FL enjoying ALL 4 OFFERS!!!!!

GOOD LUCK!

[cjsbaskets]

In an interview I would focus on why you want to work in THIS hospital, it's reputation, the opportunity to work in a Level 1 Trauma unit etc. Talk about the skills you have acquired, what you can bring to the job. DO NOT bad mouth your present employer, it doesn't make a good impression. If you do get a firm offer and want to take it, write your letter of resignation, one copy to Human Resources/Personnel and one to you Manager. Again just state you are resigning and give the appropriate amount of notice. Make sure you review your hospital's policies and know how much notice you need to give, be aware that most places do not let you use sick time once you give notice. If you get your health benefits from your present employer find out how long you will be covered. In some places you are covered for the entire month if you work one day. Depending on when coverage starts at the new job it might pay you to work into the beginning of the month. Good luck to you. I hope everything works out, just don't burn any bridges behind you. Life takes some crazy turns.

[AnonEmus]

My experience is from the corporate world, but I think it is still relevant. Children have to ask adults for permission. Adults don't. Sometimes when a person changing jobs talks to his/her current bosses about a job change, it comes across like the person is asking permission. Don't act like a child. You're changing jobs, that's your business, not anybody else's. Just do it.

Don't serve notice until you get a written offer. When serving written notice that you are quitting a bad job, keep it simple: "My last day is x." Nothing else needs to be said.

As others have pointed out, the only time to discuss the negatives is in an exit interview. I've seen so many people shoot themselves in the foot at a new job by discussing the negatives of a previous job.

[GM2RN]

Wow I am so glad I came here for advice. This is my first time switching jobs since I've been in nursing and I was not sure of the etiquette sounds like CYA is the way to go. Hopefully the manager at the new facilty does not contact my current manager unless she makes me an offer. I dont want to be without a job. I didnt know that this profession was so cut throat.

It has nothing to do with the nursing profession specifically; all professions operate this way in general. The only etiquette you need to consider is giving two weeks notice once you accept a new position. Otherwise, you don't owe your current employer a thing.

[1EmergencyRN]

Browsing through blogs & just can't help but answer to this one!

Nursing is my second career. My first was for corporate america... at a top 500 forbes company, I spent time in management there and hopefully this advice will help, because believe you me, to many even in healthcare, it's still a business when it comes down to it! So... #1... yes, when called by another hiring facility, a manger or HR can not answer certain questions about an employee other than date of hire, if the person is still employed etc. But while HR staff will be quite professional about this; there are ways that many managers work around that. Some hiring managers will take advantage of what others either a) don't know they can't say (it happens!) or b) they'll ask the questions such as "was this person frequently late to work?" and the manager will say something along the lines of "well, I REALLY wish I could answer that for you in this instance, but it would be against the law for me to answer that appropriately for you". They might answer it in an overtly negative tone that implies to the caller that they have disdain for the employee... Point being, calling isn't always fair game. I hope you gave the HR number to your prospective employer vs. your manager's direct line. (By the way, I stuck by the "rules", but on several occasions had other managers tell me things very openly and without prompting about employees that was completely against the law.

Now, as far as your approach with recruiters... I have not only used this technique, but found it to be the one I most respected out of potential hires I interviewed... answer with a positive no matter what. You can find ways to get your point across without "blaming". Phrases such as, "their ideas on how scheduling is handled just don't work well for what I need in my employer." Or, "Our ways of handling medication safety weren't aligned." If they ask you to expand you can still take the high road by stating, "I feel all medication errors or potential errors should be reviewed to allow opportunity to be corrected so that future incidents are prevented; however my employer was not in agreement with that". In this way you are clearly showing that you have higher standards than what your current employer/manager was providing to you. Much better than, "my manager wouldn't listen to my requests for change".

For some reason if they do call and it ends up in a situation where your manager becomes hostile with you, I would suggest a direct conversation with her, maybe with the assistant manager present or even HR to very directly explain your concerns about how she has handled other employees in this situation, with an emphasis that you are clear as to the laws protecting you from her saying anything negative to any future employers of yours. Unfortunately, when a person marks "do not call" on a resume, it can go either way for prospective employers. Sometimes they think "what's wrong with this employee that they want to hide?" and other times they are able to realize that some managers may not be as unbias or unbegruding as others. You may want to consider giving them a warning that your manager is not fond of giving references (not a blame, but an honest warning). All in all, if it doesn't work out because the hiring manager thinks they've gotten "bad" info on you, then maybe they weren't the right manager for you anyway.

Good luck to you, I really hope this new job works out without the headaches of a relentless manager!