I currently work in a nursing home as a floor nurse but am a RN. I have held my position for close to one year and in that time, I have had 10+ unit managers, and even more house supervisors come and go.
Most of these managers and supervisors were 'promoted' from the floor and given these new jobs, only to be walked out the building in no time (some did not last 3 days in their new jobs)
I have basically avoided getting 'promoted' by laying low while doing my work. The problem now is that the DON and ADON have pretty much made it clear that I must accept a unit manager position immediately. This post has recently been vacated by a nurse who started out staff, promoted to quality assurance then to unit manager and out the door all within 6 months.
I hate that I have been turning down advancement opportunities at the facility and have been pretty much labeled a non-team player, but I just know taking on this new position is just a way to lose my job.
The expectations for these positions are ridiculous. They change daily, there is no written job description ( I have asked several times for one) so they can make it up as they go and then blast you if you do not get it done when and how they want you to.
I know the writing is on the wall, and I should look for another job, but I really need my medical benefits right now and can not afford to wait 90 days for new insurance to kick in. I am hoping if they (or when) they end up firing me, I can file for unemployment.
Anyways, that's just a bit of background and I would appreciate any ideas and suggestion. I have been filling out applications online, but ofcourse the market is not very friendly right now.
If anyone thinks am exaggerating, I assure you I am not. Getting promoted in this place is not a good thing.
Maybe as at least a delaying tactic , you could show interest in the position , but insist that you cannot come to a conclusion without seeing the job description .Explain as without the job description and reviews another contributor advised , you would have no way of gauging your own performance or how they felt .
The above would be a warning shot , that you know what their game is and that if they wanted to be rid of you , it might as well be now than latter , releiving you of the death by a thousand cuts you foresee .
Some people may read your post and think you're slighted in the head to think that a nursing facility would stoop to such tactics. I have personally been witness to 3 events such as you describe in three of the LTC facilities I have worked in (I've worked in three LTC places during my nursing career).
I was harassed in the same manner as you in the last LTC place I worked but it was to coerce me into taking the MDS leader position (RCM, RNAC, etc... I had experience). I wouldn't do it; the body count per RNAC was totally unacceptable. They offered me an increase in pay and my own air-conditioned office and I still said no. Three months later they called me in and made ludicrous statements as to my work habits, not a team player, consistently refuses o/t (shoves me into a different tax bracket), resident complaints but couldn't show me any proof. I was walked out of the facility to my car. I wasn't even afforded the courtesy to retrieve my belongings. They walked with me to retrieve my purse out of the med room and I was told to speak to no one. Talk about drama!
Where's the camera ... I must be on TV. I've heard about "the walk" but I thought it was the product of over exaggerated work fantasies related to chronic anxiety.
What should you do ... do I have wise words of wisdom to share with you ... you've gotten some good advice so far. I say don't do it. They can terminate you and you can sue for unfair employment practices. As with the previous job I was talking about, my case didn't go all the way to court, they settled with me out of court. They also had to pay for my lawyer.
From here on out document, keep a diary, cross your ts, dot your Is. Relax and just do your job. Every time they ask you to advance make sure you put it in your journal and all conversation. Keep it quick and succinct.
Sadly, in LTC there seems to be a pattern of this kind of thing going on. Promote someone to a managerial position so that when state or corporate find things they have a scapegoat/sacrificial lamb to pin everything on and still keep "their" jobs and bonuses. Don't be bullied into the promotion if you don't want it, keep your nose clean and if they fire you take the issue to the labor board.
Thank you for all your replies. I plan on talking with the DON tomorrow. I was kinda hoping state would come this week so I could buy another week. (First time in my long LTC career I have wished for state to walk in the door).
COBRA would probably cost me 4 limbs to afford, but I will research and see what I end up paying.
I love my job and my residents, but this is driving me nuts.
Do you think its better
1. to wait to be fired (be able to claim unemployment benefits, but will look terrible on my future job apps)
or
2. put in my 2 weeks, kiss my chance of unemployment goodbye, but be able to say I quit my job coz it was not 'a good fit' anymore
Specializes in Certified Med/Surg tele, and other stuff.
I have a quick question about this: "The problem now is that the DON and ADON have pretty much made it clear that I must accept a unit manager position immediately."
They can't make you accept something you don't want to. Maybe I am naive, but I don't think it works that way...
Very true, but I bet the OP is worried about being fired sooner rather than later.
I am really sorry you are going through this. All the mental angst because of leadership, not respecting the employee. Is it too much to ask or think, leadership would actually see you as a person, working hard to provide for yourself and family, care and advocate for your residents and working as a team with your coworkers? I guess it is out of the question for them to care about your humanity. Who cares about how you will pay your bills, eat or have health insurance? Who cares about the state we put you in....we only did it, because we can. Peace!
I've seen these practices before, but never in nursing. MANY years ago (I was still in my early 20s lol) I worked for a retail company that maintained a stupendously high staff turnover rate; they'd employ a bunch of people as trainee managers, stick them in charge of a shop and trump up charges against them after 3 months so that they could fire them. I think I lasted 4 months....
I remember prophesying to my husband that I was sure the MD was up to something fishy and would eventually decamp with the money, and that's exactly what happened. Companies that practice this are usually suspect, so you really do need to get very serious about finding other work with a more reputable group. In the meantime, you're between a rock and a hard place. If the choice is between a dicey promotion and being BS-ed out of the company, I'd suggest take the promotion, but insist, as nicurn suggests, that they give you a formal job description and do regular performance reviews. If you can, make them draw up a new contract including the job description and ensure that it is signed and witnessed.
nicurn001
805 Posts
Maybe as at least a delaying tactic , you could show interest in the position , but insist that you cannot come to a conclusion without seeing the job description .Explain as without the job description and reviews another contributor advised , you would have no way of gauging your own performance or how they felt .
The above would be a warning shot , that you know what their game is and that if they wanted to be rid of you , it might as well be now than latter , releiving you of the death by a thousand cuts you foresee .