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They are a top-heavy organization that pretends to not care about profits when they very much do, which contributes to a schizophrenic and paranoid culture. Rather than establishing clear goals and shared rewards at the onset, bonuses are seemingly arbitrarily decided and awared.
What did you like most about the interview process?
Meeting with the staff that I would be working with.
What makes you most happy at work?
My colleagues and making a positive difference in a patient's experience in interacting with healthcare, something they, unfortunately, need and have few good options.
What are some of the best things about your team?
My coworkers are amazing. They are smart, caring people who went into healthcare to make a difference. The organization is able to attract people by the din of its academic reputation.
What does the leadership team need to get better at?
More upfront, clearly established metric goals that aim to share the profits that the exec leadership covertly cares about and guards. Diversity and true accessibility to the top ranks - B-level managers shouldn't be asked to handpick attendees to "open" forums. Diversity in C-level nursing
Why do you feel undervalued and what would make you feel better about your compensation?
Travel nursing has exposed the many problems with compensation in healthcare. Staff nurses are underpaid and the culture of hospitals is awful (you are just a cog to be worn down) so there is no reason to stay unless you don't want to leave your family.
What needs to change to make the company culture better?
Transparency. Fewer tiers of leadership. Just as they embrace the frontiers of medical science, executive leadership needs to embrace more current management and business strategies. Leadership shouldn't be so afraid of the "rabble" and instead should look to partner with us by sharing in the wealth
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