Ridgeview would benefit from improvements in employee retention, staffing stability, leadership accountability, communication, employee recognition, and workplace culture.Turnover has increased significantly, resulting in a growing number of vacancies and increased workload for existing staff. Employees are experiencing burnout from working short-staffed while attempting to maintain quality patient care.Leadership visibility and support during staffing crises should be improved. Frontline leaders and staff are often left managing difficult situations with limited support, which contributes to frustration and low morale.Employee appreciation and recognition should also be prioritized. Staff members work extremely hard under challenging conditions and deserve to feel valued for their contributions.Improving compensation, retention efforts, recruitment strategies, workplace safety, and leadership engagement would have a positive impact on morale and employee satisfaction.

Training. Leadership. Since the new CNO stepped on the scene things changed. And corporate doesn't care. That's why no one wanted to do this survey it's a joke because nothing will change.Better appreciation gifts/ lunches/ideas. Show apprecistuin more please. The morale is awful. I would take Mike any day over Chris.Better internet.Better hygiene for the patientI would never bring my family to Ridgeview. They don't care and it shows.Patient care patient support actually stabilizing patients is a complete joke.We have no staff and it's not savtruce's fault when she left and Corey was doing the schedules it was a complete mess and workers starting leaving. Corey didn't know what he was doing. It was a mess. Paychecks were wrong, schedules were wrong and he was walking around lost and confused. Not a people person not engaging. Didn't respond to messages. He didn't talk to us or remembered us or anything about us like sandrice. And then we were lied to that Cory took her job. It was miserable.Then Chris took shery off of the units and we suffered and the patients suffered. It was the best thing about the day to many patients. This was clinically unnesssary and just evil.Then Chris fired Demi for absolutely no reason. He came in with an agenda and a list and he told multiple people that he was going to get rid of these 3 people Also sheryl, Nigel and Dwight and he bragged about it in close door meeting.He was referred by Dr T and she had an agenda she's basically the CNO and he's the figure head puppet at that. She uses him to bring in her students and he hires them she gave him a list of who fire and hire.It should be a conflict of interest for him to interview and hire his colleagues. And Paula knows this.He plans on bringing in agency and this is from Dr T's directiveThis is why he's not really doing interviews or hiring. It's all a plan he was planted thereChris is a patient do you not see how he acts, ticks, crack his jar like a crackhead.He doesn't decline his friends they lie and call out and they are still here.He only has a bsn and isn't in school has no further education to even run a hospital . His last job lasted 5 months call recovery and verify it he was terminatedHe still works full time as a ED nurse north sideYet he's still at RIM tearing it down more and more dailyHe is evil and he is Chris Castillo. Worse uneducated unprepared unethical unworthy unknowledgeable CNO Ever.

Listening to staff. Fair wages . Security.You guys literally sat here and allow one man Chris Castillo to run off dozens of staff and kept him here. This was a bad business move.No one checked his credentials or references. He was only at his last job 5 months and was terminated.He still works full time at north side GwinnettYou guys have made some horrible hiring decisions in your new directors.

Everything security, pay rate, and communication and appreciation of techs more than nurse. US MHT put our lives on line for little pay

Patient and staff safetySecurityEveryone but the directors need more moneybetter choices in staff the new staff sucks the quality of the staff and nurses is bad nowretain the staff. go and get the nurses that just resigned backmore staff pleaseremove the cno he has no experience and no support. He never takes the time to even come and help but Sherri is always there, she was there during the snow storm, mother's day and memorial weekend and Chris couldn't even let her spend Mother's day with the family and her kids. Chris has no family where is he and when his team needs him. he is always talking about team work but as the leader he never shows up for us. he doesn't show appreciate at all.

Ridgeview Monroe could improve employee a fairer satisfaction to their department and work ethics.I feel like whether you go above and beyond, or whether you just do the basic of what is needed, you get the the same recognition.We can do better with an email communication to our personal emails, not all of us sits at a Ridgeview computer.I notice there is often not enough communication or last minute notification of activities.

The CNO can be more supportive of staff & make it safe to where we can come to him about anything THE CNO CAN DO A BETTER JOB AT BEING INVOLVED & MAKING SURE STAFF ARE SAFE AND LEAVE THE BUILDING THE SAME WAY WE CAME INTO WORK. THE CNO IS NOT DOING A GREAT JOB

Ridgeview has a PRN employee with guaranteed overtime weekly for well over a year and she's still prn making more hours than full time staff. Shouldn't this staff be required to be move to full time staff ? This is unfair

Higher pay raiseNeeded supplies for patients

Ridgeview Institute Monroe could improve in several areas, especially staffing, scheduling, safety, and staff professionalism. One major concern is poor staffing. Many units do not have enough staff to safely manage patient care, which puts pressure on nurses, MHTs, and patients. Ridgeview would benefit from hiring more staff and having a dependable scheduler who communicates clearly, fills open shifts in advance, and makes sure each unit has safe coverage.Another area that needs improvement is the behavior and training of some MHTs. MHTs are an important part of patient care, but some can be rude, unprofessional, and unwilling to follow direction from nurses. MHTs should be retrained on their job duties, patient safety, de-escalation, teamwork, boundaries, and the importance of following the charge nurse’s instructions. There should also be more accountability when staff do not perform their duties or create a negative work environment.Safety also needs to be taken more seriously. Staff should feel protected from bullying, disrespect, and unsafe working conditions. Management should listen to staff concerns and respond quickly when issues are reported. There should also be regular safety checks, better communication during high-risk situations, and enough staff available to respond to emergencies.Ridgeview should also address concerns about staff coming to work impaired or using substances. If there are concerns about drug use or impairment, the facility should follow HR policy and consider appropriate drug testing, especially when patient safety may be affected. All staff should be held to the same standard of professionalism, safety, and accountability.If Santrice is unable to improve her communication, organization, and professionalism, leadership should consider retraining her, placing someone else in the scheduling role, or creating stronger oversight of scheduling decisions. A strong scheduler is important because staffing affects safety, morale, teamwork, and the overall quality of care.Overall, Ridgeview can become a better place by improving staffing, hiring or replacing the scheduler, retraining MHTs, enforcing accountability, improving safety, and creating a work culture where nurses and staff feel respected, heard, and supported.