Upper management trainings on how to support their staff with different learning styles/communication styles. It appears that across quite a few departments the directors don’t give clear direction on expectations or repercussion's for poor behavior or patient care to their staff leading to poor discharges or support from their teammates.

Staff appropriately!!! This would greatly improve burnout and improve morale. And it would help put a stop to the crazy high turnover of staff. Compensate us fairly. The annual raises are laughable. It seems like there’s no effort to staff us better, just saving money by paying less nurses. Why isn’t there people on call to cover call outs??? There’s only so much stress one can take. And LBH has a long-standing record of staffing issues. Change it!

Everything no regargs for employee

More staff

Speaking positivity to the techs

Pretty much everything

There should be reliable backup or on-call staff available when staffing falls below safe levels. If a nurse is left alone in situations where two nurses are required, offering a $200 bonus could help compensate for the additional stress and workload.Vacation requests are often denied unless staff members find their own replacement coverage. Staffing coverage should not be the responsibility of individual employees. If coverage cannot be found, an option to receive vacation payout or alternative accommodations should be considered.Management effectiveness is also a concern. Staff concerns are often minimized, and viable solutions are not consistently offered. More proactive leadership, accountability, and problem-solving are needed to improve morale, retention, and patient safety.

Better communication between staff and nurses and therapists. Could benefit from each staff member having a work phone that they use only when working so each technician has a unit phone of their own. Would benefit for patient advocate and having clearer answers to patients. Bed side report needs to be better. Report is usually brief or doesn’t happen at all. It should always be two staff per unit it’s hard to maintain a unit while having to round correctly on everyone. Management claim we are a team techs with nurses but Less than 50% of nurses actually help. Town hall meetings should be on zoom or video recorded so each staff is aware considering it’s hard for most staff to show up in person. Kitchen needs improvement!!!!!! Portioning for patients who eat up on unit needs to be approved and what they circle needs to actually be delivered half and most of the time kitchen is missing something. Donations for patients should be brought back. If too much of an issue with infection control patients should all have access to a sweat pant t shirt or sweater like 2A is provided. Snacks need to actually be different each day not the same everytime (maybe even they should be provided a sandwich like 2A does.) If techs are expected to do multiple groups we should be provided with better supplies not just worksheets that are the same each week.

Quality co workers and appreciation pay incentives more bonus opportunities for well seasoned staff

Retaining staff, we spend a lot of time hiring and training. When we train nurses with different staff and on units that are busy/under staff, it paints a picture of chaos and we lose nurses. It would be better to have specific preceptors and specific units to start. Pay is fair but could be better, bonuses for picked up shift should start higher. Communication, especially around HCS. When there are updates and corporate knows what the update is about, let supervisors at least know to be aware when staff starts calling. Example: HCS update and all nursing assessments went under legacy and we did not find out until the next morning.