We don't have enough social workers or case managers or therapists to do the job well.

While Hospital for Behavioral Medicine does many things well regarding employee recognition, communication, and teamwork, there are still concerns that need greater attention. There appears to be a lack of disciplinary action when issues involving bullying, harassment, or disrespect in the workplace are brought forward. Many concerns feel as though they are minimized, overlooked, or swept under the rug unless serious measures are taken.There should be more training sessions, meetings, and reinforcement regarding workplace respect, professionalism, and staff tolerance. Creating a healthier work culture requires accountability and consistent education on appropriate workplace behavior and communication.In particular, there can be tension between nurses and Mental Health Technicians, and many MHTs may feel hesitant or fearful about speaking up regarding workplace concerns due to fear of retaliation, judgment, or not feeling adequately supported after reporting situations. Employees should feel safe, heard, and protected when bringing concerns forward without fear of negative consequences. Strengthening support systems, follow-up processes, and leadership accountability could help improve trust, teamwork, and overall workplace morale.There is also concern regarding workplace cliques and unprofessional behavior among staff. This is a professional healthcare environment, not a high school setting, and all employees should work together respectfully regardless of personal relationships or differences. Workplace divisions, favoritism, or exclusion can negatively impact teamwork, communication, and the overall work environment. The primary focus should always remain on patient safety, patient care, and maintaining a supportive and professional atmosphere for both staff and patients.

Having a clear across the board explainaition or policies and procedures. If things change EVERY department should have the same changes given and detailed explained. There is always miscommunications and misunderstanding between the hospital and dietary changes or wants of the higher ups.

Improve director-staff communication. With more frequent opportunities to speak with our director, we could speak our concerns and ideas. It would be great for morale to speak to our director in person more often.Increase training opportunities for staff. We rely too much on learning from people that haven't learned something securely themselves.Cleanliness - when housekeeping comes by they often only clean the main areas, leaving many side rooms in Intake unclean.

More therapeutic decor on walls in outpatient to create a more welcoming environment that does not look bland

inter dept communications, annual retraining

I cannot think of anything at the moment, HBM is pretty good with having a safe work environment.

Some of the staff are less than motivated and possibly burnt out. Client requests (getting night meds early) or even appropriate documentation are not always completed/addressed causing increased codes/dsyregulation. The clinicians on 2A are amazing. It's the nursing staff that needs some help.

Better staffing

We could get personal belongings to patients in a more timely manner.We could be more aware of older people in chronic pain.We could orient new patients on what to expect more clearly. Ex. When will they see their doctor/therapist, how often, etc.We could provide more movement opportunities-daily stretching, etc.