Managers can I change your opinion of them?

PS Part two will be next week if anybody is interested?

I often read these rants on Managers and Administration people post on this website and wonder how many people really know what they do? It makes me sad that so many people have such negative opinions of them. I suspect that yes, there really are bad managers, but when people think their bosses are 'against them' or 'have nothing better to do than find out how to make more work for the floor nurses' it makes me think there is a severe misunderstanding. Management and Administration is often tied to legal issues and protocols just like everybody else. Are meetings with the managers really more of an education session that the nurse believes is a "disciplinary action"? Just a thought.

I'd be interested to know what state u live in to have to go thru so many 'loopholes' to get someone fired! I am currently residing in a 'right to work' state. There doesn't have to be a reason to fire someone. You could fire a employee for looking at you crosseyed! another tactic you might want to try is 'asking to resign.' Don't do it to their face - it is best done via telephone and then you can just deny that you talked to them. Make horrible vague comments to them about how they are putting a burden on the unit, jeopardizing their license, tell them their coworkers don't like them, ect. If u are in anyway concerned about having to still pay unemployment bennys, just ask them to 'seek other employment, then give resignation.'Nurses in my locale get no warning there is a problem w/job performance - just get fired at the whim of administration or are subjected to the above described situation.

I believe that managers of today do not really see entire issues. I do believe that the managers of today have a hightened sence of entitlement. I feel alot of them put their faith and trust in a certain chosen few who have adgendas of their own that the manager fail to see. I do not feel managers stick by or support their RN's. I fell that the recession and the glut of new grads begging for jobs have only brought out the selfish evil "me" in the contemporary manager.I personally feel the opening blog is a" feel sorry for me" I'm the poor burdened manager. After being around nursing for 30 years- this crop of management that we staff nurses are forced to put up with is pretty poor. And it is this crop of management that makes me want to leave nursing and not with a good opinnion of the profession. Unfortunately, I'm not alone. Ive seen too many decisions to get rid of nurses for the most demeaning and outragous concocted reasons that we all know are not the truth. The getting rid of staff nurse with over 20 years experience to cut a budget- that hospital now has such a poor reputation that the providers I now work with will not send their patients there( and I never opened my mouth) I was quickly seen and widely stated- they don't have enough experience to the point where they are dangerous. I know of old nursing buddies of mine who a manager tried for 18 months to get rid of because of her age and cost of insurance benefits. This old colleage of mine had worked that hospital for over 30 years- yes, she is entitled to her pension and retirement benefits. Just like you managers would expect if the shoe was on your foot! Your younger nurses are not going to stick around that long - read these posts from younger nurses!! Your going to be forking more money out in orientation and recruiting than ever before- these younger nurses have no sence of loyality to you or any other employer. I say good, you asked for it, you got it. You have alienated us older experienced nurses with demeaning and disrespect to the point where just let us find a way out- we are gone and are not looking back. I know I'm not and I know plenty other who aren't either. We don't want to help teach this younger generation or you either for that matter- you made your dirty deceiptful beds, lay in it!! You are the ones who are loosing- we had our older nurses around to help guide us, your not going to be able to make claim. We did not disrespect our older nurses, we may not have liked them but we knew where to go when we needed help and we were not so full of ourselves that we didn't ask. We never 'devalued' them like old shoes. Our managers in those days viewed them as their resourses- that's what make this new breed of management atrousities and disgracing the title nurse. This is where nursing has changed and not for the better. I feel no piety for you. So stop snibbling to the masses.

no!!!!

Quote from kcmylornI believe that managers of today do not really see entire issues. I do believe that the managers of today have a hightened sence of entitlement. I feel alot of them put their faith and trust in a certain chosen few who have adgendas of their own that the manager fail to see. I do not feel managers stick by or support their RN's. I fell that the recession and the glut of new grads begging for jobs have only brought out the selfish evil "me" in the contemporary manager.I personally feel the opening blog is a" feel sorry for me" I'm the poor burdened manager. After being around nursing for 30 years- this crop of management that we staff nurses are forced to put up with is pretty poor. And it is this crop of management that makes me want to leave nursing and not with a good opinnion of the profession. Unfortunately, I'm not alone. Ive seen too many decisions to get rid of nurses for the most demeaning and outragous concocted reasons that we all know are not the truth. The getting rid of staff nurse with over 20 years experience to cut a budget- that hospital now has such a poor reputation that the providers I now work with will not send their patients there( and I never opened my mouth) I was quickly seen and widely stated- they don't have enough experience to the point where they are dangerous. I know of old nursing buddies of mine who a manager tried for 18 months to get rid of because of her age and cost of insurance benefits. This old colleage of mine had worked that hospital for over 30 years- yes, she is entitled to her pension and retirement benefits. Just like you managers would expect if the shoe was on your foot! Your younger nurses are not going to stick around that long - read these posts from younger nurses!! Your going to be forking more money out in orientation and recruiting than ever before- these younger nurses have no sence of loyality to you or any other employer. I say good, you asked for it, you got it. You have alienated us older experienced nurses with demeaning and disrespect to the point where just let us find a way out- we are gone and are not looking back. I know I'm not and I know plenty other who aren't either. We don't want to help teach this younger generation or you either for that matter- you made your dirty deceiptful beds, lay in it!! You are the ones who are loosing- we had our older nurses around to help guide us, your not going to be able to make claim. We did not disrespect our older nurses, we may not have liked them but we knew where to go when we needed help and we were not so full of ourselves that we didn't ask. We never 'devalued' them like old shoes. Our managers in those days viewed them as their resourses- that's what make this new breed of management atrousities and disgracing the title nurse. This is where nursing has changed and not for the better. I feel no piety for you. So stop snibbling to the masses.

Quote from hope3456I'd be interested to know what state u live in to have to go thru so many 'loopholes' to get someone fired! I am currently residing in a 'right to work' state. There doesn't have to be a reason to fire someone. You could fire a employee for looking at you crosseyed! another tactic you might want to try is 'asking to resign.' Don't do it to their face - it is best done via telephone and then you can just deny that you talked to them. Make horrible vague comments to them about how they are putting a burden on the unit, jeopardizing their license, tell them their coworkers don't like them, ect. If u are in anyway concerned about having to still pay unemployment bennys, just ask them to 'seek other employment, then give resignation.'Nurses in my locale get no warning there is a problem w/job performance - just get fired at the whim of administration or are subjected to the above described situation.

Quote from kcmylornno!!!!

Some nurses who have never been managers think they know all about management. Yet those same nurses think that managers who have many years of experience as a staff nurse know nothing about being a staff nurse.I see this frequently in nursing -- and it never ceases to disappoint me.

I feel as a manager you are supposed to bring the upper administration around to 'value' nursing- do you? Not just try, but "make" through intense education, the upper management(fiscial MBA bean counters) the dangers of cutting nursing- experienced and inexperienced nursing. I think this is your resopnsiblity. There is no excuse for any nurse to be out of work or under employed now adays given the complexity of these patients. There is no excuse for any nurse to be out of work or under employed now a days given the amount of salary that these CEO's make. There is no excuse for this destruction of nursing reputations like I am reading and hearing live in person. What has nursing management stooped to? I am not saying that there aren't some infractions that it is warranted- ie. drug abuse and drug diversion.But we now have recovery programs that put these nurses back into practice and they are given another chance. But what about documentation problems. If documentation is an issue on a unit isn't it the nursing manager's responsibility to see to it an inservice is provided. What if med errors are occuring- why not again demonstrate leadership ability and "educate" find out why these errors are occuring- is iot lack of experience, knowledge or a systems error? Why not look into what the issue is, see oif others are having a similar issue and try to solve a problem. What ever happened to leadership and education. Why are we placing a non removable blackmark such as a termination on to another professional's reputation. Do you realy understand the magnitude of what you are doing? These young nurses are not educated in the best form now a days. It is a well studied fact(Either through Robert Wood Johnson Foundation or J&J by Dr Patricia Benner the foremost authority on nursing education) that stated this. Why are you not preaching the value of your experienced nurses to these upper managment bean counters. I don't understand why nurse managers are not looking at each other in these upper management meeting and say Holy Crap, what is happening to the healthcare in this country, are we and our patients in trouble, run for you lives!! The pharmacy budget is the pharmacy's problem- let them negotiate and dicker prices with the drug vendors. Isn't yours safe staffing? It seem s like alot of money is being wasted in healthcare on the management level!- The not investing (educating and retaining) the nurses you have left and trying to get more to relieve the burn out and disillusionment. Nursing is not rewarding anymore- it is now "just a job" same crap different 4 walls. What are you doing about this younger generation of nurses who are not going to stick around like us old nurses did- the ones your peers shoved out the door, because it was deemed we cost too much. Really? how much do you think it's going to cost to recruit and orient a new staff nurse(s) every 2-3 years? What are your management buddies doing to improve- Work Ethic! It is your job and responsibility to "make", for lack of a better word, the upper bean counter MBA's( who are probably young and inexperienced also) see things in the big picture? Stop living for the moment.

I don't think I need to have my opinion of managers "changed" -- I've been in healthcare a long time now, in a few different states, in a bunch of different jobs in different settings, and I've had good (some really good ), bad, and mediocre managers. I start a new without any preconceptions (as much as humanly possible) about the manager, and wait to see what kind of a manager s/he is going to turn out to be over time. Although I've never had any interest in moving into management/administration myself, and have valiantly resisted efforts over the years to push me in that direction , it's not because I don't respect or appreciate all that is involved in those roles and positions, and I have a great deal of respect for the people who are good at doing them.

Quote from hope3456I'd be interested to know what state u live in to have to go thru so many 'loopholes' to get someone fired! I am currently residing in a 'right to work' state. There doesn't have to be a reason to fire someone. You could fire a employee for looking at you crosseyed! another tactic you might want to try is 'asking to resign.' Don't do it to their face - it is best done via telephone and then you can just deny that you talked to them. Make horrible vague comments to them about how they are putting a burden on the unit, jeopardizing their license, tell them their coworkers don't like them, ect. If u are in anyway concerned about having to still pay unemployment bennys, just ask them to 'seek other employment, then give resignation.'Nurses in my locale get no warning there is a problem w/job performance - just get fired at the whim of administration or are subjected to the above described situation.