The way negative feedback is given by public scoldings needs to cease

Everything is good.

Facilities are old and require updates

Intake would benefit from additional staffing, which would allow for an increase in patient volume while also reducing employee burnout. This need is evidenced by the frequent requests for additional staff coverage on high-volume days, employees regularly missing breaks due to an unmanageable influx of patients and workload, staff staying late to maintain workflow demands, and the significant strain placed on the team when even one employee calls off due to limited coverage. Increasing staffing levels would help create a more sustainable and efficient work environment by reducing burnout and employee frustration, improving morale and retention, and allowing staff to provide higher-quality patient care. Additional support would also improve overall hospital and team productivity by increasing workflow efficiency, reducing delays, and enabling the department to better meet patient demand.

The need for SOP ‘s , training manuals, feedback on job performance

Monetary compensation

Be proactive, rather than reactive. Consistency. BETTER communication that will prevent anxiety, a culture of fear and the obsession with employees sharing a lot of (erroneously)”news.”I like the monthly newsletter, but I wonder if the entire staff has access to read it. I wonder if staff bothers to read it if they do receive it. I think to encourage compliance , you might have a monthly scavenger hunt asking 5 questions that can ONLY be answered by reading the newsletter. Give a deadline for all entries. Utilize one of the mailboxes that are underutilized for surveys. Put all the entries in a bin (like a bingo ball bin). On the day that the Employee of the Month is announced, that winner spins the wheel and chooses a winner. I’d suggest a $100 gift card— especially a gas card! Maybe a 2nd and 3rd place too?

Being more mindful of their employees, making it feel that is ok to think of your employees and not making it all about cutting time, and funds. Giving more than 3% pay increase.

Having realistic expectations, and preventing crisises

Recognition.