Providing enough technology to complete charting and documentation appropriately.

One area Hendricks Behavioral Hospital could improve on is employee communication, morale, and professional growth opportunities for direct-care staff. Many MHTs work extremely hard on the floor and are often the primary staff interacting with patients throughout the day, yet there is little feedback, recognition, or guidance on how to professionally grow within the organization. I have personally expressed interest multiple times in advancement opportunities such as MHT II, Milieu Specialist, and Peer Support roles, but I have never been given clear guidance on what steps, trainings, certifications, or expectations would help me move forward professionally.Another improvement would be investing more into professional development for behavioral health staff. Beyond BLS and CPI, it would be beneficial to offer additional behavioral health, recovery, trauma-informed care, de-escalation, and peer-support related trainings for employees interested in growth. Expanding Peer Recovery Support roles throughout the hospital could also greatly benefit patients. Having peer specialists on units to provide additional groups, recovery support, and patient engagement could help reduce downtime for patients and strengthen the recovery-focused environment.I also believe discharge planning resources are stretched thin. Having additional discharge planning support and recovery-focused resources such as AA/NA materials, recovery literature, and codependency support materials available to patients could improve patient care and engagement.

More nurses on renew ! It is a 3 nurse unit !

Retain your nurses. Nurses quit because they are frustrated. Pay is ok, moral is low.

Weekend groupsBetter equipmentHaving items in stockHave manager cover breaks

Training new hire within there departments

Treat people fair no matter there race or role everyone should be treated equally and fairly. Upper staff need to stop talking about other people with other staff members that's in the same position

SecurityIssues being reported in a timely mannerCommunicating clear expectations and sticking by themUnderstaffingRespect for other departments

Leadership being non-biased and showing favoritism.

I definitely feel that the pay is less for non-clinical staff. I also feel that with the rising economy prices and cost of living have risen a lot and so the pay should be compensated accordingly. When we have low census we are REQUIRED to staff down and mandatorily use our PTO which is completely wrong because the PTO that we have accrued is for us to use when we want to and not to be forced to use when the hospital census is low. It is not right when we are forced to do this. PTO is personal time off and we should be able to use it when we want to and not when the administration wants us to use it. It is not our fault that the census is low so why punish us????