I gave my thirty days notice over two weeks ago. My DON was sick at the time, so the administrator was the first to know that I was resigning. The DON was out of town for four days the following week. I understand that she had been very busy, but I think she could at least leave me a note saying, "Let's talk when I get back" or something. I've heard from the housekeeping supervisor that they are going to let me stay PRN (which I requested when I resigned), but have heard nothing about working one shift every other week (which I requested and is available...we have one shift that no one wants and they are currently paying overtime to cover).
So...I don't know if I am mad or if my feelings are hurt or what. I sort of feel like it is no big deal and I am not important at all if she can't even say a few words to me. I don't expect her to beg me to stay or anything...I just think she needs to say something. I would also like to know about doing orientation for my replacement and things like that.
I know I could ask her, but I sort of feel like she should make the next move...not sure why I feel that way.
if it is any place worth a crap you should have exit interviews with your unit director, don and a exit interview with someone in hr dept. all of these interviews should be separate and include a exit evaluation of the unit, unit personel, hospital/unit policies and the hospital in general. any hospital that dont do this really shows a lack of concern about staff leaving and the reasons behind the staffs departure.
did you resign to get her attention or were you really intending to leave? If it was a threat I can see why you would be hurt. If your intention was to leave then what is there for her to say?
My intention really is to leave. I'm just a little surprised that she hasn't even said anything to me at all. There are a lot of rumors flying around about why I am leaving (everything from I don't like working overtime to I'm against the new no smoking policy)...I would want to find out the truth if I were her. I'm the first person to resign and actually work out my notice since she took over as DON...maybe she really doesn't know what she is supposed to do.
I don't think I get an exit interview since I am staying PRN (at least according to the housekeeping supervisor). At the very least, I think she should let me know she received my letter of resignation, that they are going to keep me PRN, and that they are (or are not) going to let me pick up that one weird shift that no one wants. Also...she might want to ask me what kind of hours I am looking at on a PRN basis or how my schedule is going to work at the hospital so I might pick up the weird shift.
I think she might be upset because two nurses requested vacation in the middle of June and I am leaving the first of June. But, if she would talk to me, I could give her my schedule (it is out through the middle of July) and let her know my kids are at camp all of June, so I have all sorts of time to pick up shifts. I could pick up two shifts a week during the vacations. I know I picked a really bad time to leave with vacations and expecting state any day.
I know what you mean. I recently gave a three week resignation and talked with my unit manager face to face and she said nothing. So, I said to her that I was waiting for her to say something like "sorry to lose you" but nothing absolute coldness and un- caring. It was if I never existed. Sometimes I feel like nurses are disrespected with no regard to their health professional status. I really believe that some unit managers or supervisors, DONs etc forgot what it was like to be a staff/floor nurse.
I am so lucky to work where I work! ( although I am leaving in three weeks for my new NP job!) If we had a nurse who had worked for three years and resigned, we would be getting a cake and having a party. That's just the way it is. Like a big family! We do it for everyone (well, everyone who is leaving on good terms).
RN1980
666 Posts
if it is any place worth a crap you should have exit interviews with your unit director, don and a exit interview with someone in hr dept. all of these interviews should be separate and include a exit evaluation of the unit, unit personel, hospital/unit policies and the hospital in general. any hospital that dont do this really shows a lack of concern about staff leaving and the reasons behind the staffs departure.