Health Chaos

My premise is that there is less expected of health care professionals today. Is it just in this state, that I moved to 3 years ago? I think not. Professional positions that not long ago required at least a bachelors degree, if not a masters, now require an associate degree, or any educational level that provides the person with some very basic education and the employer can pay a LOT LESS in salary.

I see this trend not just in my profession, but in many, many professions. Yet we are told  that our economy is strong and there are lots of jobs! Sure, for slightly more than minimum wage, very limited or no benefits, and no job security. More and more I see contracts for a limited time vs. the days of longevity meaning you can invest in a retirement plan and your position is relatively secure. I live in an “at will” state which means you sign a paper,  a contract, which states that you can be terminated, at any time, without notice, with no warning and no reason given. On the other hand, you, the employee, have the same privilege. And I have exercised this right twice this year. Why?

 Now employers are looking for “technicians” or “specialists” which in health ”professions”  in this state, means a student, or an entry level worker,  who wants to earn a few dollars, with no higher goals, ambitions for professional growth.

 In support of my observations, I must say that I have found that the attitudes of those doing the hiring and firing has become very vindictive and demeaning. Perhaps because the ones “in charge” who have been promoted to the role of supervisor or manager are not qualified, educated, nor experienced for their role. Their communication skills seem to be nonexistent. ?the old “peter principle” at work again?

My new position lasted 9 days. I did not sign the contract. Why? Because the salary I was quoted in my interview was 20k more than what the contract stated. Not livable. And again the demeaning and accusatory attitude of persons who don’t have basic management/supervisory skills.  I asked to “think about” the contract for a day or two before signing, and was told “oh, you’ll sign today” but I didn’t.  And the next day I received a call from my manager who said if I did not sign by 3pm, she would have to find someone else. Okay. I was out the door. I felt bad about the sites that I was committed too. But I had to look out for me.

 All this is after I interviewed in August, but all the beaurocratic red tape didn’t allow me to begin work till the end of October! They are lucky that I bothered to show up at all. And I spent more than $200 just getting through the application and certification process, never to be reimbursed.

So this is the third health care position that I have quit this year. Who do I think I am? I am not independently wealthy. But I am no longer willing to work for persons that I do not respect.

 I have a friend who has been a free lance writer for years, who now is recently employed by an insurance company, and struggling with the politics. Here is my ongoing advice to her:

Keep practicing the mantra “let me think about it and get back to you.” Then it sounds like you are cooperative.

As for parties and holidays, “oh thank you for letting me know; I will do my best to be there.” Then do whatever you want to do with NO excuses. If they ask “where were you? why didn’t you come?” “Oh; I am sorry. But I had something come up.” Don’t provide personal/family information.  Be vigilant about who you trust. Maybe you had a deadline.  “I am sorry; I am really busy today.” Doesn’t matter what.  As for costumes and Halloween, come as yourself. So what.

 This entry is about orientation of new staff, etc.   The moral of this story: it is really important to ask all the questions, have a contract, and don’t do a thing, don’t commit to anything until you meet with Human Resources, which should happen on your first morning, if not before you start.  And, if you are a manager or supervisor, please spend your first week telling your staff (or providing them with) your history, their rights, their challenges, commonly used acronyms, an organization chart, a list of necessary phone numbers and email addresses, how to use the phone and the computer, the politics, not to mention introducing them to other staff, providing them with a CLEAN equipped working environment, and a vase of fresh flowers.

 I have had a week from hell. First week in my new position. The incompetence and the accusatory style of communication amazes me. The worst I have experienced in my 39 year career. I still don’t know what my salary is, don’t know benefits, don’t know about my 1 yr contract. Will find out at 3 on Halloween. Bad omen? Good omen? I SHOULD NEVER HAVE STARTED without knowing salary. Why can’t anyone tell me? Well, if it is not livable, I will just have to decide not to sign the contract and walk out the door. 

And on the way to work on Tuesday, I could not avoid some metal debris on the freeway (typical highway shlocky maintenance where I live) and blew out 2 tires and bent a rim. For almost $1000. Didn’t report to insurance cuz my deductible in 1k. So I hear “you were late!”. Yah; well I am alive! Went out to my car for 5 minutes one day to change my contact lens and was told “you never came back”. What!?  And the week before I even started I was asked by my “mentor” how I planned to allocate my time between my job sites.  What? I didn’t even know what sites I would have assigned to me. Most staff have 1 or 2 sites. And I already get the picture. They “drive” between their sites, presenting the fiction they are working when indeed they are not. I was given 17 sites! I will spend 2 days a week at an ethnic academy. Was told they are hard to work with. Nice intro, huh? But I find them VERY pleasant. Cuz I am not naive. I have been around the block a few times. I think THAT site will work out fine, if I ever get paid.

Are you expected to use your personal cell phone and not be reimbursed for mileage? I will just keep my cell phone off. Why should I pay for this service for them?

Take care of you, because often your employer will not….

I believe, from my years of experience, that health professionals, more specifically supervisors, educators, mentors, and managers have a very hard time admitting mistakes.

In how they handled a difficult client/patient. In how they handled strife in staff relationships. In how they handled their supervisory role when they should have been more inquisitive, supportive, rather that critical and demeaning.

In how they handled staff meetings. Staff meetings to me, are for sharing new information, but more importantly for team building. The more the staff talks and shares, the better. You will learn a lot! I have found that frequent staff meetings are extremely important. And the longer the agenda, the shorter the meeting. And the shorter the agenda, the longer the meeting. Staff is often very pleased to have a forum to be heard and respected.

A good manager, supervisor, mentor always gives the benefit of the doubt, and then shares similar experiences in order to help the staff persons grow, rather than become angry and disillusioned.

This concept leads somewhat to evaluations of staff. Why not allow “self evaluations” on which you can comment. Do not make these events a crisis and frightening. Make them a growth experience for both of you. Don’t make them long and tedious. See if you can prepare a somewhat brief, and to the point, evaluation. Just as your initial interviews should be. Let the staff talk. You will learn a lot more that way. Generally forget exit interviews. When that time comes, egos might be so bruised that you don’t hear the truth. I have occasionally left before the exit interview. I knew I would not be heard anyway. And I once had a lengthy interview, trying to be honest about the management style, and after I left several staff were laid off and/or fired and/or left because they couldn’t stand the place.

So what kind of manager/supervisor/mentor do you want to be?  One who is rigorously honest and willing to listen, grow, be even more supportive of your staff? Do you want your former staff to not fear asking you for references? Do you want to be respected and respectful?

One of the most difficult tasks that I have had as a manager is hiring and firing staff. I would like to share a few tips.

 Hiring: trust your instincts at the interview. Have a second interview. Try to avoid phone interviews. We all make such different presentations in person.  Don’t ask all the questions. Keep the forum open and encourage questions and comments. It is not even worth your time to contact references, but if you do, the only question worth asking is “would you hire this person again?” Be wary of letters of inquiry that say “I am the perfect person for your position”. Nobody knows this but you! Walk them through the work area;  introduce them to the current staff; show an applicant  the potential work area.

 Seriously consider the employee’s orientation. Make it thorough. Meaning, introduce a new employee, or an applicant,  to staff. Give them a packet that you created with the agency’s (of whomever) history, needs, current situation, mission, goals, funding sources. Include a list of staff with phone numbers and email addresses. Include a detailed, long list of acronyms. Tell them where to park, where to get lunch. Tell them the good and bad (yes; the bad things too) that they should be aware of. Make it clear that you have an open door…any time…

 And as I have said before, have the workspace CLEAN AND PREPARED. Have flowers. Be welcoming. Have the keys ready.

 Firing is much more complicated. One may have to go through all the union rules, and civil service rules first. One must document and document and document, while mentoring and trying very hard to save the employee. And it is best, when the day comes, to make it as pleasant and supportive as possible. I would suggest forgetting an exit interview, unless you really plan to listen intently and be willing to make changes in how you hire, supervise, manage. I would also suggest that you offer to be supportive, provide a reference that you feel that you can comfortably provide, and make suggestions that  will be helpful, not critical. I have had employees, upon firing, who cried and thanked me. Be prepared for this possible scenario too.

 Good luck